What the client gets
- Clearer organisation design, roles and decision rights
- Structured HR policy and induction
- 555 Model™ cultural fitment
- RACI/SOP-based execution governance
TATTVIKASETU · PACKAGE 02
Business, Strategy & HR Partner
Silver & Gold · Business Transformation + Strategy + HR & Workforce
Silver & Gold · Business Transformation + Strategy + HR & Workforce
THE ENGAGEMENT AT A GLANCE
Built around your business outcomes
Expected outcome
Stronger workforce alignment, KPI/KRA achievement and scalable organisational growth.
Duration
3–6 months Silver | 6–12 months Gold
Commercial
Fixed monthly retainer
About this engagement
Integrated partnership connecting strategy, people and execution.
TattvikaSetu’s integrated cross-functional partnership for organisations that need a scalable HR operating model — one that improves employee productivity, decision-making, ownership and organisational effectiveness.
Total HR Governance: Organisation → Role → People → Capability → Performance → Culture → Workforce → Business Outcomes
Choose the right engagement
Explore each option to understand its scope and deliverables.
ENGAGEMENT OPTION
Silver - Foundation & Governance
Engagement Scope
- Foundation & Governance — HR policy framework, standardised people practices and organisation-level induction
- People Integration — structured cultural fitment in a new role at individual level (555 Model™)
- Skill gaps — identified for focused learning before confirmation
- Execution Governance — RACI, SOPs and operating processes
Contract Duration
3–6 months for initial deployment and stabilisation, renewing as a quarterly or annual governance retainer. Sized for ~10 new employees joining per month.
Pricing Model
Retainer model with fixed monthly fees.
Delivery Mechanism
Hybrid for policy drafting & delivery; virtual working (2 days).
Value Proposition
- Policy — standardise decision-making and enable scalable people practices
- Structured interactions — align organisation culture with employees
Ideal For
Organisations driving culture & discipline and building a structured HR foundation.
Phase I · Organisation Foundation
- Organisation structure and design
- Job architecture and role definitions
- Role clarity, ownership and accountability
- HR policy framework
- Organisation-level induction framework
- Cultural fitment — 555 Model™ framework
- Initial organisation / department / role skill mapping
Phase II · People, Performance & Execution
- Operating model and RACI/SOP framework
- Talent mapping and workforce planning
- Organisation / department / individual skill-gap assessment
- Goal, KRA and KPI setting
- Probation performance and confirmation framework
- Workforce capacity and role-fitment alignment
- Monthly performance and governance reviews
ENGAGEMENT OPTION
Gold - Organization & Performance
Engagement Scope
- Organisation & Performance Alignment — org design, structure, mapping roles / vacancies
- Talent mapping — people mapping and a clear reporting framework
- Job architecture (JDs), role clarity (individual KRAs), operating model and indicative goal setting
- Design of email drafts, formats and trackers; execution governance through RACI, SOPs and operating processes
Contract Duration
6–12 months.
Pricing Model
Retainer model with fixed monthly fees.
Delivery Mechanism
Hybrid for policy drafting & delivery; virtual working (2 days).
Value Proposition
- Aligns people, roles, structure and accountability with business strategy to improve execution, agility and scalable growth
- Aligns critical skills and workforce requirements with business priorities — the right talent at the right time while optimising hiring costs and productivity
- Enables stronger execution, measurable performance and scalable organisational growth
Ideal For
Organisations aligning skills, roles and structure to business needs as they scale.
Phase I · Organisation Foundation
- Organisation structure and design
- Job architecture and role definitions
- Role clarity, ownership and accountability
- HR policy framework
- Organisation-level induction framework
- Cultural fitment — 555 Model™ framework
- Initial organisation / department / role skill mapping
Phase II · People, Performance & Execution
- Operating model and RACI/SOP framework
- Talent mapping and workforce planning
- Organisation / department / individual skill-gap assessment
- Goal, KRA and KPI setting
- Probation performance and confirmation framework
- Workforce capacity and role-fitment alignment
- Monthly performance and governance reviews
Services combined
Services combined: Business Transformation + Strategy + HR & Workforce Planning
