Practical HR processes for Canadian employers, delivered remotely
We help owners and managers of Canadian businesses audit their HR practice, design clear processes and documents, and train their people leaders. The work is remote, and a qualified local adviser confirms provincial and federal rules.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Canadian businesses with the practical side of HR: audits, process design, handbooks, onboarding, performance routines, manager training and ongoing HR operations support. We work remotely by video and shared documents. We give no legal advice, so your local adviser confirms provincial rules before we build them into a process.
Time zone. India is 10 hours 30 minutes ahead of Eastern time in winter and 9 hours 30 minutes ahead in summer. It is 13 hours 30 minutes ahead of Pacific time in winter and 12 hours 30 minutes in summer. Atlantic Canada sits an hour closer to India than Eastern. The gap varies with daylight saving, and meeting windows are agreed at the start.
Who this suits in Canada
- A small or mid-sized company in one province that has outgrown informal HR and needs written processes and a handbook.
- A business with staff in several provinces that wants one common framework, with provincial differences flagged for review.
- A bilingual or Quebec-connected business that wants its HR documents organised so that language requirements can be checked by an adviser.
- An owner-managed firm that wants manager training and a repeatable hiring and onboarding routine before the team grows further.
What we do for businesses in Canada
HR audit
We review how hiring, onboarding, records, performance and exits actually run in your business. You receive written findings and a ranked action list, with points for your adviser clearly marked.
Read more →HR process design
We map routines such as hiring steps, leave requests, probation reviews and terminations, and write them as clear steps with owners. Provincial variations are marked for confirmation.
Read more →Employee handbook and policies
We draft a handbook structure and policy set in clear Canadian English, covering conduct, time off, accommodation requests and complaints. Your adviser reviews the final wording before release.
Read more →Recruitment and interview audit
We review how you advertise, screen and interview, and how decisions are recorded. The aim is a consistent, fair process that managers can follow without improvising.
Read more →Manager and soft-skills training
Online sessions for people leaders on feedback, difficult conversations, documentation and fair interviewing. Examples are built around your own situations.
Read more →HR situations we help with in Canada
Rules sit at the provincial level.
Most employment rules are set by each province or territory, while some industries fall under federal rules. A single policy for a multi-province team can fit one place and miss another.
Quebec is its own context.
Businesses with Quebec staff often need documents and workplace communication handled with language and civil-law differences in mind. This needs a local adviser, not guesswork.
Termination handling is high stakes.
Managers sometimes act quickly on a poor-performance case without records. Clear documentation, a fair process and early advice matter more than speed.
Human rights and accommodation duties are broad.
Managers need to know when a request for accommodation is being made and who to tell. Without a defined route, requests get lost or handled unevenly.
Leave and holiday rules vary.
Statutory holidays, vacation entitlements and family or medical leave differ by province. Small teams often track them by memory, which leads to errors.
Hiring across provinces and borders.
Canadian firms often hire remote staff in other provinces or sell into the United States. Each hire raises questions about which rules and templates apply.
Lean HR teams wear many hats.
An office manager may handle records, benefits questions and onboarding at once. Tracking and handover are weak, and knowledge leaves with the person.
Local rules your adviser confirms
We do not give legal advice and we do not claim to know every Canadian rule. Before we build a process around any item below, your lawyer or local adviser should confirm what applies in your province or territory.
| Topic | What we do about it |
|---|---|
| Provincial and territorial employment standards | Each province sets its own minimum standards. Your adviser confirms them, and we write the process with clear points that can be updated per province. |
| Federally regulated employers (Canada Labour Code) | Some industries fall under federal rules rather than provincial ones. Your adviser confirms which applies to you, and we choose the process framework to match. |
| Human rights legislation and accommodation | Federal and provincial human rights laws shape hiring, discipline and workplace requests. We build the complaint and accommodation routes once your adviser confirms the expectations. |
| Statutory holidays, vacation and leave | Entitlements differ by province. Your adviser confirms them, and we design the leave request and approval workflow around the result. |
| Termination and notice rules | Rules on notice and severance differ by province and situation. We prepare the internal steps and documentation, but your adviser confirms the legal position before any termination. |
| Workers' compensation and occupational health and safety | Each province has its own board and requirements. Your adviser or the board confirms them, and we document the reporting steps for managers. |
| Quebec language and civil-law requirements | If you employ people in Quebec, your adviser confirms what applies to documents and communication. We organise the document set so those checks are straightforward. |
| Payroll deductions and Record of Employment | Employment Insurance, pension contributions and the Record of Employment sit with your payroll provider and adviser. We design the HR inputs and exit steps that feed them. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Intake call
A video call to understand your business, your provinces, team size and main concerns. We agree the scope in writing.
- 2
Document and process review
You share handbooks, templates and trackers through a shared folder. We read them before the next conversation.
- 3
Findings and design
We send written findings or draft processes and documents. Anything needing legal confirmation is clearly marked.
- 4
Review with your adviser
Your lawyer or local adviser checks the flagged items. We revise the drafts based on what they confirm.
- 5
Handover or ongoing support
We hand over final documents and a short walkthrough for your managers. If you want continued help, we agree a regular routine over video and shared documents.
What we do not do
- We do not give legal advice or opinions on federal, provincial or territorial law.
- We do not run payroll, calculate deductions or file government returns.
- We do not handle immigration, work permits or visas.
- We do not provide background verification or contract staffing.
- We do not act as your employer of record or sign employment documents for you.
Questions from businesses in Canada
Yes, with the process and documentation side. We review practices, design workflows, draft documents and train managers remotely. Legal questions stay with your own adviser.
We know which regimes exist and where they affect a process. We do not give legal advice. Your adviser confirms each rule, and we then build it into the process.
Yes. We build one common framework and mark the points that differ by province. Your adviser confirms each variation, and we keep the document set easy to update.
We can organise and design your HR processes and documents for a team that includes Quebec staff. Language and civil-law questions need a local adviser, and we work from what they confirm.
Meeting windows are agreed at the start, based on your time zone. Between calls, work moves through shared documents and written updates, so progress does not depend on live overlap.
No. We do not compute payroll or file returns. We can design the HR inputs that feed your payroll provider, such as joiner, leave and exit information.
Cost and duration depend on scope, number of provinces, existing documents and how much your team can share. After the intake call we send a written scope with a quote and timeline for your approval.
Fill in the requirements form on our site or book an intake call. Tell us your team size, provinces and main concerns, and we reply with a suggested first step.