Virtual CHRO

HR Development & Management

We design and implement the entire HR backbone of your business — strategy, policies, systems, and processes — so your people can thrive and your organisation can scale with confidence.

What problems are we solving?

Most SMEs and growing businesses struggle with people management because HR is either ad-hoc or purely transactional.

There’s no clear org structure or role accountability.
Recruitment is reactive and hiring quality is inconsistent.
Performance management is subjective, if it exists at all.
Engagement is low, attrition is high, and top talent is not nurtured.
Policies and compliance requirements are outdated or missing.

Virtual CHRO addresses these challenges by:

Analysing all HR capabilities across eight key functions to identify gaps.
Designing proactive strategies, policies, and processes that align with business goals.
Implementing and embedding these systems into your HR operations and HRMS, complete with trackers, dashboards, and training.
Offering ongoing change management and governance to make sure improvements stick.

What results can you expect?

Stronger Org Design

Clear structures, well-defined roles, and reduced role confusion

Improved Hiring Outcomes

Faster, higher-quality hiring through workforce planning and recruitment pipelines

Fair & Motivating Rewards

Salary structures, incentives, and benefits aligned with performance

Better Performance & Productivity

Objective KPIs, appraisal cycles, and feedback systems

Lower Attrition & Higher Engagement

Retention programmes, career pathways, and better employee experience

Prepared Leadership Pipeline

Career progression plans and succession planning ensure continuity

Compliance Confidence

Legal, regulatory, and policy frameworks fully in place.

Empowered HR Team

A living knowledge base, SOPs, and dashboards that allow HR to run smoothly without founder intervention

Overall Boost in Innovation

When employer takes care of human capital they take care of growth and innovations

What deliverables you will get?

Organisation Structuring & Design

Org Design Diagnosis
Org Design Strategy & Policies
New Org & Functional Charts
Job Titles, Roles, and Levels
Define Inter-departmental Relationships
Org Communication & Collaboration Network System
Deployment of New Org Design

Talent Development

Competency mapping for all key roles.
Learning and development plan (technical + behavioural).
Training trackers, calendars, and ROI measurement.
Competency Framework
Knowledge Management System
Talent Development System
System Deployment & Training

HR Operations & Compliance

Creation of HR policies and employee handbook.
Compliance checklist for labour laws, contracts, and audits.
SOPs for HR processes (onboarding, exits, leave, attendance)
Processes for Payroll & Salary, Workplace Safety, Documentations, and Employee Relations.

Total Rewards Management

Salary benchmarking and grading structure.
Incentive schemes and variable pay design.
Benefits and recognition programmes aligned with company culture.
Total Rewards Strategy & Policies for Financial Rewards, Monetary Rewards, Intangible Rewards, and Non-financial Rewards

Talent Acquisition & Workforce Planning

Workforce demand–supply analysis and hiring plan.
Standardised recruitment process (JDs, interview guides, offer process).
Candidate evaluation templates and ATS/HRMS configurations.
Employer Attractiveness Plan
TA & Recruitment Strategy & Policy

Employee Engagement & Retention

Engagement surveys and action planning.
Communication frameworks (town halls, recognition platforms).
Wellness and work-life balance initiatives.
Strategy & Policy for Employee Resource Group & Cultural Community, Grievance Cell, Employee Rewards & Recognition, and Off-boarding System

Organisational Performance Management

Design of goal-setting frameworks (KPIs, OKRs, balanced scorecard).
Performance appraisal cycle design (annual/quarterly).
Dashboards for productivity, attendance, and engagement.
PMS Deployment & Training

Career Progression & Succession Planning

Career ladders and promotion criteria for each function.
Succession plans for critical roles and leadership continuity.
Talent reviews and high-potential employee programmes.
Strategy & Policy for Career Pathways, and Developmental Plans.
System Deployment & Training

What is the Process?

Step 1

Capability assessment across eight HR areas.
HR strategy & policy creation based on business goals and maturity level.
Prioritisation of initiatives (urgent fixes vs. long-term systems).

Analysis & Strategy Design

Step 2

Creation or update of capability canvases (SOPs) for HR functions.
Organising and structuring capabilities into a knowledge base.
Mapping HR roles to capabilities and aligning ownership.

Capability Canvas & SOP Updates

Step 3

Setting up dashboards, trackers, and HRMS configurations.
Running training and communication programmes for smooth adoption.
Monitoring early-stage implementation, fixing issues, and handing over a fully functional HR system.