01
Organisation design
Reporting structure, span of control, role boundaries and the layers you actually need. We will tell you where two roles are doing one job.
Organisation structure, pay bands and policy that survive an audit
Most HR problems presented to us as culture problems turn out to be structure problems: unclear grades, pay that drifted, and a policy document nobody has read since it was copied from another company. Fixing the structure is less satisfying than a workshop and considerably more effective.
In short
What is hr consulting?
HR consulting is advisory work on how an organisation is structured, graded, paid, measured and governed — covering organisation design, job architecture, compensation benchmarking, performance management systems, policy handbooks and statutory compliance including the POSH Act. BridgePoint runs these as defined engagements with written deliverables rather than open-ended retainers, typically over four to twelve weeks depending on scope. A full diagnostic HR audit across an organisation of up to two hundred employees usually takes three to four weeks.
What's included
What you actually get
Every item below is part of the standard engagement, not an upsell.
02
Job architecture and levelling
A grade structure with defined levels, titles and progression criteria, so promotions stop being negotiated case by case.
03
Compensation benchmarking
Market data for your roles, locations and sector, mapped to bands. If a band was set eighteen months ago, expect it to be below market.
04
Performance management design
Goal-setting method, review cadence, rating approach and the calibration discipline that stops appraisals collapsing into averages.
05
Policy handbook
An employee handbook drafted for your organisation — leave, attendance, conduct, travel, IT use, grievance and exit — aligned to Shops and Establishments and applicable labour law.
06
HR audit and POSH compliance
A documented review of registers, contracts, statutory filings and records, including Internal Committee constitution, employee training and the annual report required under the POSH Act.
Scope
How engagements are shaped
2–4 weeks
HR audit
A diagnostic of what exists, what is missing and what carries statutory risk, with a prioritised fix list.
4–6 weeks
Single-track engagement
One area done properly — compensation bands, or the handbook, or the appraisal system.
6–10 weeks
Structure and pay review
Organisation design, job levels and compensation bands built together, because they only work together.
10–16 weeks
HR function build
For organisations crossing roughly fifty employees with no formal HR: structure, policy, process, compliance and handover.
Deliverables
- Written HR audit report with prioritised, dated action list
- Organisation chart with defined roles, grades and reporting lines
- Job architecture: levels, titles and progression criteria
- Compensation bands benchmarked to market by role and location
- Employee handbook and core policy set, ready to issue
- POSH compliance pack: IC constitution, training record, annual report format
Scope and deliverables are confirmed in writing before work begins. If something here does not apply to your situation, we take it out rather than bill for it.
Process
How the work runs
01
Understand
A working session on what you actually need — the role, the mandate or the outcome. We put the brief in writing and you sign it off before work starts.
02
Plan
A scoped plan with owners, timelines and the numbers we will report against. If the brief is unrealistic on budget, market or timeline, we say so here.
03
Execute
Delivery against the plan, with a weekly written update whether or not there is good news. Silence is not a status report.
04
Review
Results measured against what we agreed at the start, with an honest read on what worked, what did not, and what we would change next cycle.
FAQ
HR Consulting — questions
At what size does an organisation need formal HR structure?
In practice, around thirty to fifty employees. Below that, founders can hold decisions in their heads. Above it, inconsistency in pay and promotion becomes visible to staff, and statutory obligations under PF, ESI and POSH stop being optional.
What does an HR audit actually cover?
Employment contracts, appointment letters, statutory registers, PF and ESI filings, professional tax, leave and attendance records, POSH Internal Committee status, policy documentation and exit records. You get a written report with each gap rated by statutory risk and a dated fix list.
How do you benchmark compensation in India?
Salary survey data for the sector, role family and city, cross-checked against live offer data from our recruitment practice. The second source matters: published surveys lag the market by six to twelve months in fast-moving skill sets.
Is POSH compliance mandatory for us?
Every workplace with ten or more employees must constitute an Internal Committee under the POSH Act, with an external member, conduct awareness training and file an annual report with the district officer. It applies regardless of sector or gender mix, and non-compliance carries penalties and licence consequences.
Will you implement the recommendations or just write them?
Either. Most clients take the audit and handbook as deliverables and implement internally, but we also run implementation on a defined scope — including communication, manager briefings and the first review cycle.
Related services
Often needed alongside this
Talk to us about hr consulting
Tell us the situation and we will give you a straight read on scope, timeline and whether we are the right firm for it.