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7EAST HR SERVICES INDIA

Build, fix and runthe HR engine behind yourIndia operations.

Independent, founder-led HR consulting across shared services, HR technology, payroll governance and managed HR operations.

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Independent • Founder-led • Practitioner-led

BuildTransformDigitiseAssureOperate
WHO WE WORK WITH

Two kinds of organisation.

A focused HR services proposition for each.

Modern corporate capability centre in India

Capability centres & enterprises

Build • Transform • Operate in a defined scope

Setting up

Design the HR service model and shared-services scope. Get contracts, payroll, HRMS and onboarding right before headcount climbs.

Scaling

Standardise Hire-to-Retire (H2R), extend shared services and roll out HRMS so HR keeps pace with hiring.

Established

Review service levels and cost, localise and optimise the existing HRMS, widen the shared-services scope, or add surge capacity and interim HR services leadership.

Covers HR shared services inside a GCC, standalone HR Shared Services Centres and large enterprises, including Build–Operate–Transfer mandates.

Indian small-business team discussing work around a laptop

Growing companies (SMEs)

Consult + Operate

Growing, but not ready for a full HR team? We run onboarding, employee records, payroll inputs, compliance and HR policies, and set up your HRMS, under one monthly arrangement.

Typical mobilisation: 6–8 weeks, subject to scope.

Start with an HR Health Check
WHAT WE DO

Build and transform HR service delivery.

Five ways we help organisations improve, build and operate HR services.

Build

HR Shared Services

Design, establish or transform the HR service-delivery layer.

Design and stand up the HR service machinery.

What we deliver

  • HR service delivery model design
  • HR Shared Services / GCC setup
  • Organisation and role design for the service model
  • Service catalogue and process taxonomy
  • Process scope, centralisation and ownership
  • Governance, SLA / KPI and service management
  • SOPs, knowledge management and capability build
  • Transition planning and service stabilisation

Success looks like

  • Clear service scope, ownership and accountability
  • Defined processes, service levels and governance
  • Teams equipped with SOPs and knowledge
  • A model ready for transition into steady-state delivery

What typically moves first

Onboarding, employee data, letters and documents, the employee helpdesk and payroll inputs are the usual first processes into a shared-services model. Scope is agreed with you.

HR Shared Services
Transform

HR Transformation

Redesign HR processes, service delivery, governance and experience.

Improve an existing HR capability so it works better and scales.

What we deliver

  • Current-state assessment of HR services and processes
  • Transform existing HR Shared Services / service delivery
  • Hire-to-Retire (H2R) process redesign and standardisation
  • Role, accountability and governance strengthening
  • Service catalogue and process architecture improvement
  • SOPs, knowledge management and capability uplift
  • Employee and manager service-experience improvement
  • Transition, adoption and continuous improvement

Success looks like

  • Processes are simpler and more standardised
  • Accountability and hand-offs are clearer
  • Service quality and experience improve
  • The model can support growth without unnecessary complexity

Transform vs Assess

An assessment decides what should change. Transform makes the change. It starts with a current-state review, and scope is agreed before recommendations are made.

HR Transformation
Digitise

HR Technology & HRMS

Align, select and lead the HR-side implementation of HR technology.

HR Technology & HRMS Enablement — align technology with the HR service model and business requirements.

What we deliver

  • SELECT: HR technology and business-requirements assessment; HRMS evaluation and selection support; HR process and HRMS requirements alignment
  • IMPLEMENT: HR-side implementation leadership; configuration requirements, testing and UAT coordination; data readiness and migration planning; coordination with HR, IT, HRMS and specialist partners
  • ADOPT: change management, communication and user adoption; cutover, go-live and stabilisation support
  • GOVERN: HRMS governance and optimisation, including localising and integrating an existing or parent-mandated global platform
  • AUTOMATE: practical AI and automation, such as an HR knowledge assistant and employee-query triage

Success looks like

  • HRMS reflects the agreed HR service model
  • Requirements are translated clearly into the solution
  • HR, IT and vendors have clear accountability
  • Testing and UAT are controlled
  • Users are ready; go-live is stable and supported

Delivery model

7East HR provides HR-side consulting and implementation leadership. Technical configuration, integration and migration are delivered by your selected vendor or specialist partners.

HR Technology & HRMS
Assure

Payroll Governance & Partner Management

We own the process around your payroll: inputs, validation, calendar, controls and provider management. We are accountable for a correct, on-time run.

Payroll Governance & Partner Management — a correct, on-time payroll, every cycle.

What we deliver

  • Payroll input management and validation
  • Payroll calendar and cut-off governance
  • Payroll partner management: service levels, issues and escalations
  • Exceptions, controls and reconciliation review
  • HRMS-to-payroll data flow and lifecycle inputs
  • Statutory compliance calendar and filing coordination
  • Payroll health check and audit of an existing process

Success looks like

  • Inputs are complete, validated and on time
  • Exceptions and errors are visible and closed quickly
  • Clear accountability between client, provider and 7East HR
  • Controls are documented and audit-ready

Who does what

Your payroll provider, or our payroll partner, processes payroll. 7East HR owns the inputs, validation, calendar, controls and coordination, and is accountable for a correct, on-time run.

Payroll Governance & Partner Management
Operate

Managed HR Operations

Run outsourced HR operations, HRMS administration, employee service and service governance.

Run your HR operations to a defined mandate: in full for growing companies, in a defined scope for capability centres.

What we deliver

  • HRMS administration, employee master data and HR transactions
  • Employee lifecycle: onboarding, changes, transfers, confirmations and offboarding
  • HR documentation, employee records and data quality
  • HR process execution, SOP adherence and process governance
  • Employee query and service management
  • HR operations reporting, controls and service performance
  • HR and benefits policy administration and statutory compliance management
  • Payroll inputs and governance (see Assure)

Success looks like

  • A reliable HR operations function, on your terms
  • Employee data and lifecycle transactions are accurate and controlled
  • Processes and SOPs are consistently followed
  • Employees receive responsive, consistent service

How it runs

Every mandate defines: a named service lead, service scope and hours, reporting cadence, escalation path, and data-protection terms.

Mobilisation

Managed operations need mobilisation before service start: approximately 6–8 weeks, subject to scope, volume and hiring.

Managed HR Operations

What success looks like

Clear service ownership
Simpler processes
Controlled HRMS
Reliable operations
Measured service delivery
ABOUT

Founder & experience

Independent HR consulting, led by experience and practical execution.

Portrait supplied for Srinivasan J, Founder and Principal Consultant
Srinivasan JFounder & Principal Consultant
7EAST HR SERVICES

7East HR Services is an independent, founder-led HR consulting firm focused on HR services transformation and operations.

We help organisations understand how HR services operate today, design the right service model, build or transform HR Shared Services, enable HR technology and, where required, run outsourced HR operations on a managed mandate.

Work is led by the founder and delivered with vetted specialist associates, engaged per mandate.

FOUNDER EXPERIENCE

Built it. Transformed it. Operated it.

Three decades of HR transformation and operations, building and leading large-scale Global HR Shared Services and GCC operations.

50,000+

Built HR shared services from scratch; led Global HR Shared Services for 50,000+ employees

26,000

Led global HR operations for 26,000 employees across 69 countries

India based

Set up HR Shared Services and led the HRMS implementation behind them

Founder experience

HR Transformation & Shared Services

Built and led large-scale Global HR Shared Services and GCC operations, owning delivery across the employee lifecycle.

HR Operating Model & BOT

Designed HR Shared Services through Build–Operate–Transfer models, including process transition, governance, SLAs and stabilisation.

HR Technology & Transformation

Led HRMS implementation and transformation across SAP, Workday and Darwinbox environments, including change, deployment and stabilisation.

HR Operations & Service Delivery

Enterprise HR delivery spanning payroll management, statutory compliance, employee lifecycle operations and HR service management.

Our principles

Understand the service before changing it.

  • Practitioner-led: we have run this work at scale
  • Right-sized: lean when you start, scalable when you grow
  • Vendor-neutral, with any referral arrangement disclosed
  • AI-aware: processes built so automation can be added later

How we engage

Start with the problem you have today. Scale the relationship as the mandate grows.

Entry point

Assessment & Advisory

A defined assessment, diagnostic or roadmap, or targeted expert advice.

Fixed scope

Project / Transformation

A defined Shared Services, process, HRMS or governance mandate.

Ongoing

Managed HR Operations

Outsourced HRMS and HR operations support, with mobilisation agreed per mandate.

Full journey

Build–Operate–Transfer

Build the capability, operate it on mandate, then transfer when the client is ready.

Assessment & Advisory
Assessment & Advisory
Start here — Assess
Small, defined first steps. Each one ends in priorities and a practical path forward.

HR operations health check

2 weeks (indicative) · SMEs and new centres

Current-state findings, top risks and a 90-day action plan.

HR shared services readiness assessment

3–4 weeks (indicative) · New and scaling centres

Scope, draft service catalogue, sizing, business case and roadmap.

HR operations effectiveness review

3–5 weeks (indicative) · Established centres

Baseline of service levels, cost and experience, and a prioritised improvement plan.

HRMS selection sprint

4–6 weeks (indicative) · SMEs and scaling centres

Requirements, shortlist, scored demos and a recommendation.

HRMS localisation & optimisation review

3–4 weeks (indicative) · Established centres

Gaps on your existing platform, configuration and integration priorities.

Payroll governance review

2–3 weeks (indicative) · All

Control gaps, calendar, exception handling and provider-management model.

Scope: focused on HR services, service delivery, Shared Services, processes, governance and technology, not broad enterprise HR strategy.

Build • Operate • Transfer

A delivery model for organisations establishing or scaling HR Shared Services capability.

Build

Design the service model, processes, governance, SOPs, HRMS and team structure.

Operate

7East HR runs the agreed HR operations mandate, manages service delivery and stabilises the function.

Transfer

When the client is ready, processes, SOPs, systems, governance and knowledge transition to the client’s internal team, with handover support.

For capability centres and large enterprises, the model can run end to end for the HR function. For SMEs, 7East HR can combine consulting and managed HR operations under one mandate.

Who forms the operating team, what transfers, timing and transfer conditions are agreed with the client at the start of each mandate.

Partner ecosystem

Client-led technology and service choices. 7East HR remains the consulting, HR-side leadership and operations-management layer.

Client

  • Business requirements
  • Solution decision
  • HR ownership
  • Business validation
  • Governance

7East HR Services

  • Assess & design
  • HR-side consulting
  • Implementation leadership
  • HRMS management
  • HR operations management
  • Governance & coordination

HRMS / Technology

Client-selected vendor or specialist partner. Existing enterprise platforms are supported: we localise, integrate and govern.

Payroll

Client provider or specialist partner. The provider processes payroll; 7East HR governs inputs, controls and accountability.

You choose the platform. Where you have no preference we can suggest partners we work with, and we disclose any referral fee we receive. You may keep your existing vendor or select another fit-for-purpose provider.

DATA & TRUST

Data, team & continuity

What you can expect when we handle your people data and your HR service.

Your data

Employee data is handled under confidentiality and data-protection terms in every mandate.

Your data

Access is limited to the named engagement team. Your data stays yours, and is returned or deleted when the mandate ends.

Your team

Work is led by the founder and delivered with vetted specialist associates.

Your team

A named service lead for every mandate.

Your continuity

Documented SOPs and process notes, so the service never depends on one person. A named backup lead for every managed mandate.

Independence: we may receive a referral fee from technology or payroll partners. We disclose it in every proposal.

CONTACT

Start a conversation.

Discuss an HR challenge.