Put the HR Basics in Place in About 90 Days
Most businesses of twenty to a hundred people run HR from memory, a few old letters and a shared drive. This package writes the basics down, tests them on real cases and hands them over in about ninety days, so HR stops depending on whoever happens to remember.
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Share your requirementsWhat is hr foundation package?
The HR Foundation Package is a fixed-scope engagement for a business with no real HR system yet. Over about 90 days, GullyHR writes, tests and hands over an agreed set of basics: the employee handbook, five core processes, standard letters, first HR records and a simple monthly report. Scope is agreed in writing first.
The starting point
When businesses ask us for this
- Each manager joins, approves leave and confirms probation in their own way, and you only hear about the difference when two employees compare notes.
- The appointment letter is a file copied from a former employer, and nobody is sure which version is current.
- Employee details sit in a spreadsheet, a few emails and one person's phone, and a simple question takes an afternoon to answer.
- Month-end payroll starts with a scramble to find who joined, who left and who took unpaid leave.
- You have no handbook, so every question about notice, holidays or conduct is answered from memory and sometimes answered differently.
- Probation ends quietly, with no review and no confirmation letter, and the employee asks about it months later.
- When someone resigns, nobody is sure what happens next, who collects what, or what the final settlement should include.
- You want a proper HR set-up but cannot spare weeks of management time, and a large transformation project is out of proportion to your size.
What the work covers
GullyHR does the drafting, testing and handover; you decide how your business wants to run. We start from what you do today, write the agreed basics in plain language, try each one on real cases from your own team, and correct it before it is handed over. You give us access to your people, current documents and decisions on policy. The work is a defined package with a scope agreed in writing, a mid-point review and a handover session. It is not open-ended consulting, and anything outside the agreed list is scoped separately. Where a document touches employment law, we flag it for review by a qualified professional rather than giving a legal opinion.
An employee handbook written for your business, not copied from another.
Working hours, holidays, leave, conduct, notice and the everyday rules are set down in plain language, using the decisions you make with us. Points that depend on law are marked for confirmation with a qualified professional.
Five core processes written as one-page documents.
Joining, attendance and leave, monthly payroll input, probation and confirmation, and exit. Each page shows the steps, who does each one, what gets recorded and when the document will next be reviewed.
Each process is tested before it is handed over.
We run every process on real or recent cases from your team, such as a recent joiner or a leave request, and see where it breaks. The page is corrected after the test, not before it.
Standard letters and templates your managers can use unaided.
Appointment, confirmation, warning, relieving and the other letters you actually send are drafted once, in a consistent form, with clear fields to fill. Legal wording is flagged for professional review.
A first set of HR records and a simple monthly report.
An employee master, a leave record, an exit record and a probation tracker are set up, along with a short monthly set of figures such as headcount, joiners, leavers and open confirmations.
The process
How it runs
Weeks 1 and 2: baseline
We agree the scope in writing, collect your current documents and speak to the people who do the work. We write down how each of the five processes runs today and list what is missing, so the starting point is clear to everyone.
Weeks 3 to 5: decisions and first drafts
We bring you a short list of policy decisions to make, such as leave types, notice and probation length. Once you decide, the first drafts of the handbook, process pages and letters are written.
Weeks 6 and 7: testing on real cases
Each process is run on recent or live cases with the people who will use it. We note every point where it hesitates, a missing step or an unclear owner, and fix it.
Week 7 or 8: mid-point review
A review with you on what is written, what has been tested, what is slipping and what has changed. Scope changes, if any, are agreed in writing at this point rather than assumed.
Weeks 8 to 10: records and reporting
The first HR records are set up and filled from your existing information, and the monthly reporting set is built and run once on real data, so the first report is seen before handover.
Weeks 11 and 12: manager briefing and refinement
The people who will run each process are briefed on their part. We make final corrections from what they find and from the first live use of the documents.
Week 13: handover
A handover session covers each document, who owns it and when it is next reviewed. You receive everything in editable form, with a short note on what to look at in the next quarter.
What you receive
- An employee handbook written for your business, with law-dependent points marked for professional confirmation.
- Five one-page process documents covering joining, attendance and leave, monthly payroll input, probation and confirmation, and exit, each with an owner and a review date.
- A record of the test run for each process, showing what was tried and what was corrected.
- A set of standard letters and templates for the stages you actually use.
- A first set of HR records: employee master, leave record, probation tracker and exit record.
- A simple monthly reporting set with a short note on how to read and use it.
- A responsibility sheet showing who in your business owns each document and each step.
- A handover session with the people who will run the processes.
Who it is for
- Founder-led businesses of roughly 20 to 100 people where HR has so far been handled by the founder, an admin manager or an accountant.
- Companies that have grown past the point where one person's memory can carry hiring, leave and payroll inputs.
- Businesses preparing to hire a first HR manager, who want a working base for that person to inherit.
- Companies with several managers who each handle people matters in their own way and want one consistent method.
- Businesses that expect a customer review, an investor question or a new funding round and want their HR basics to be in order.
- Teams that want a defined piece of work with a start and an end, rather than a long advisory relationship.
Why GullyHR.
Many small businesses are handed either a thick policy manual nobody opens or a software login with nothing behind it. We do the plain middle work: write the process, try it on your own cases, fix it and hand it over so your people can run it. The team that drafts the documents also builds the HR software, so the pages are written in a form that can later be configured without being rewritten. We say plainly what the 90 days will and will not cover, and we agree it in writing first.
Design the process
Map how the work runs today, then write the procedure, the forms and the approval route it should follow.
Strengthen management
Settle the structure, the roles and the decisions each level can take without the owner.
Develop people
Train the managers who have to run it — the review, the difficult conversation, the handover.
Automate HR
Configure the agreed process in software, so the document and what people actually do stay the same thing.
The difference
What changes
- Every manager joins, approves and confirms people the same way, because the method is written down once.
- Questions about notice, leave and conduct have one place to be answered from, instead of from memory.
- Month-end payroll inputs arrive in a set format, from named people, by an agreed date.
- A new joiner and a leaver each follow a known path, and nothing depends on one person being present.
- Employee records exist in one place, and you can find what you hold on someone in minutes rather than hours.
- Your own team, or a future HR hire, can run and update the documents without needing to call us.
How we are measured
Before work starts, we record where you stand. Every later report compares against that baseline.
We choose the measures with you at the start, from the list on this page, and only the ones your data can support. We do not promise a result. We promise a baseline, and a report that shows the change against it, whichever way it went.
This engagement is measured on
- Processes written and tested
- Processes with a named owner
- Processes with a review date
- Letters and templates in use
- Employee records complete
- Monthly report produced on time
- Handover session completed
The measures we choose from
Time-to-hire
Days from approved vacancy to accepted offer.
90-day attrition
New joiners who leave in their first three months.
Annual attrition
Leavers over the year, by team and by manager.
Payroll and statutory errors per month
Corrections after the run, and returns filed late.
Open compliance gaps
Obligations without an owner or a due date.
Employees with written goals
Share of the team that knows what it is measured on.
Review completion rate
Reviews finished on time, not just started.
Manager training coverage
Managers who have been taught the part of the job they were promoted into.
Working together
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Scope and plan | Proposes the scope, the 90-day plan and the dates for the mid-point review and handover, and records them in writing. | Confirms the scope, names one point of contact and keeps the review dates in the diary. |
| Policy decisions | Lists each decision needed, sets out the options and says what other businesses of your size commonly do. | Makes the decisions promptly, since drafting waits on them. |
| Drafting | Writes the handbook, process pages, letters and templates in plain language. | Reviews drafts, corrects facts about how the business really works and approves the final versions. |
| Testing on real cases | Runs each process on live or recent cases and records what needed to change. | Provides cases, makes the managers and staff involved available and shares the records needed. |
| Records and monthly report | Sets up the first records, loads your existing information and builds the report format. | Supplies employee information, confirms its accuracy and keeps the records updated after handover. |
| Employment law points | Marks every point that depends on law and coordinates review by a qualified professional where you ask for it. | Engages its own legal adviser, or asks GullyHR to arrange the coordination, and decides what to adopt. |
Where the software fits
The records and the monthly report can be kept in a spreadsheet you already own, and that is a perfectly sound way to start. If you want them held in software, the employee master, leave record and attendance data can be set up in GullyHR's HRMS software, because the process pages already name the fields, owners and approvals the software needs. That decision is yours and is made after the processes are settled, not before. Nothing in the package requires you to buy software.
Ways to engage us
- The standard package
- The full set described on this page, run over about 90 days against a scope and fee agreed in writing before work begins.
- Package with a software follow-on
- After handover, the records and processes are set up in HR software as a separately scoped piece of work, built from the pages already written.
- Package with ongoing support
- After handover, a light monthly arrangement through [fractional HR management](/fractional-hr-management) to run, review and refresh the documents as the business changes.
- Package after a process review
- For businesses that have already seen a [process audit](/hr-process-audit), the package starts from its findings instead of repeating the baseline.
Good to know
Questions we are asked
It is a fixed-scope engagement for a business with no real HR system. In about 90 days, GullyHR writes, tests and hands over an agreed set of HR basics: a handbook, five core processes, standard letters, first HR records and a simple monthly report.
Businesses of roughly 20 to 100 people where HR has been run from memory, borrowed formats and a few shared files. Smaller or larger businesses can ask, but the scope and pace are designed around that range.
Joining, attendance and leave, monthly payroll input, probation and confirmation, and exit. Each is written as a one-page document with the steps, the owner of each step, what is recorded and when the page is next reviewed.
No. It is a plan with a start, a mid-point review and a handover. It holds if decisions and information arrive on time. If they do not, we say so at the review and agree in writing what changes.
Scope and fee are agreed in writing before any work starts, after a short conversation about your headcount, what exists today and what you want covered. Nothing is billed for work that is outside the agreed list.
One named point of contact, your current documents even if outdated, timely decisions on policy, and some time from the managers and staff who will test each process. Most delays in a package like this come from waiting on decisions, not on drafting.
Each process is run on real or recent cases from your own team, such as a recent joiner or a leave request, and corrected wherever it hesitates. A process is handed over only after it has been tried once with the people who will use it.
No. We draft in plain language and mark every point that depends on employment law. GullyHR does not give legal opinions, so we suggest those points are confirmed with a qualified professional, and we can coordinate that if you ask.
No. The records and the monthly report can start in a spreadsheet. If you later want them in software, the process pages are written so they can be set up in HRMS software without being redone, and that is a separate decision.
Your team owns and runs the documents. Each page carries a review date, and you can update them yourselves. If you want help, ongoing support or software set-up can be scoped separately, but neither is part of the package.
Yes, but it is scoped separately and in writing. We would rather keep the package small enough to finish well than stretch it across topics that each deserve their own piece of work. Changes are agreed at the mid-point review.
An audit reviews and rates what you already run and produces a plan. This package builds the basics from a near-empty starting point and hands over working documents. If you have had an audit, we can start from its findings.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com