Service
HR Advisory & Consulting Services
- Engagement model
- Project or retainer
- Typical duration
- 4 weeks – 4 months
- Output
- Usable artefacts, not decks
- Includes
- Handover & team training
What hr advisory means at NM
NM began as a full-service HR consultancy, and advisory work remains part of what we do. It exists because recruitment alone cannot fix an organisation with no salary structure, no performance framework and no documented policy.
Engagements are deliberately practical. We produce the artefacts a business actually uses, a banded salary structure, a working appraisal cycle, an employee handbook that reflects Indian statutory reality, a defined org chart with real reporting lines.
We work with founders and HR teams of one, and the standard we hold ourselves to is simple: everything we build should still be running twelve months after we leave, without us.
What usually goes wrong, and how we handle it
Salaries have no logic
Ad-hoc offers create parity problems that surface as attrition. We build banded structures benchmarked to market and mapped to real roles.
Nobody knows who reports to whom
Org design work that produces a defensible structure, clear spans of control and job architecture that supports career paths.
Performance conversations do not happen
A lightweight, workable appraisal cycle that managers will actually run, with goal-setting and calibration built in.
Policy is undocumented or non-compliant
An employee handbook and policy set reflecting current statutory requirements, including POSH compliance and leave structures.
Typical mandates
Indicative, not exhaustive, if your role is adjacent to these, it is very likely in scope.
- Organisation design & job architecture
- Compensation structures & benchmarking
- Performance management frameworks
- Employee handbook & policy drafting
- POSH policy & committee setup
- HR process & ATS/HRMS setup
- Onboarding & induction programmes
- Attrition analysis & retention planning
- Exit process & knowledge transfer
How the engagement runs
- 01
Diagnostic
Structured review of current structure, pay data, policy, attrition patterns and HR processes.
- 02
Findings & priorities
A short written diagnosis ranking issues by risk and cost, with recommended sequence.
- 03
Design
Build the specific artefacts agreed, bands, frameworks, handbook, org structure.
- 04
Consultation
Test the design with leadership and a sample of managers before it is finalised.
- 05
Implementation
Rollout support, manager briefing and communication material.
- 06
Handover
Documentation and training so your team owns and runs it from day one.
Where candidates come from
- Compensation benchmarking against comparable employers
- Sector-specific policy and statutory reference
- Practitioner input from HR leaders in our network
What is different here
Artefacts, not decks
You receive the structure, handbook or framework itself, usable from the day it is delivered.
Sized for real businesses
Designed for a company of eighty people, not a template built for eight thousand.
Statutorily grounded
Policy work reflects Indian employment reality, including POSH obligations.
Built to outlive us
Handover and training are part of every engagement.
HR Advisory across sectors
Startups & Technology Companies
Founding teams, first leadership hires and post-funding scale-ups.
PSProfessional Services
Consulting, legal, accounting and advisory firm hiring.
ECE-commerce & D2C
Growth, performance, category and operations talent for online brands.
HPHealthcare & Pharmaceuticals
Clinical, regulatory, manufacturing and commercial healthcare talent.
What employers say
Replace with a verbatim client quote. The most useful ones name the difficulty of the brief, the timeline NM worked to, and what the appointed person has since delivered.
Client name
Designation, Company
Replace with a quote from an HR or talent leader. Quotes that describe the working relationship, responsiveness, shortlist quality, honesty about the market, carry more weight than general praise.
Client name
Head of Human Resources, Company
Replace with a quote from a founder or CXO about a leadership appointment. Ask for permission to name the role that was filled, specificity is what makes a testimonial persuasive.
Client name
Founder & CEO, Company
Placeholder quotes. Replace with verbatim, attributable testimonials in src/data/testimonials.ts before launch, never publish an invented quote.
HR Advisory, frequently asked
It depends on the diagnostic, but the most common deliverables are a banded compensation structure, an org chart with job architecture, a performance management cycle and a compliant employee handbook.
A focused piece, a salary structure or a handbook, usually takes four to six weeks. A full diagnostic and multi-workstream engagement typically runs three to four months.
Frequently. Much of our advisory work supports a small internal HR team that has the context but not the bandwidth or the specialist reference data to build these structures from scratch.
Yes. HR due diligence readiness, documented policy, compliant contracts, clean payroll and statutory records, and a defensible org structure, is a common reason companies engage us ahead of a raise.
Related services
- RPO Services
Your recruitment function, run by us, embedded in your team.
- Interim Management
Senior operators on short notice, for a defined outcome.
- Executive Search
Confidential, research-led search for roles that define a business.
Start hiring
Ready to brief us on hr advisory?
Tell us the role, the constraint and the budget. We will tell you honestly whether it is fillable, and how long it will take.