Clear HR processes for German businesses, built remotely from India
GullyHR helps owner-led and mid-sized businesses in Germany audit, design and document their HR processes. We work remotely from Bengaluru and leave legal questions to your German adviser, then build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps German businesses with HR audits, hiring and onboarding processes, handbooks, absence and performance workflows, and manager training. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your German adviser confirms the rules, and we build them into your HR system.
Time zone. Germany is on UTC+1 in winter and UTC+2 in summer. India is 4 hours 30 minutes ahead in winter and 3 hours 30 minutes ahead in summer. The Indian morning meets the German afternoon, so most calls fit between mid-morning and late afternoon in Germany.
Who this suits in Germany
- A family-owned Mittelstand company where the owner or an office manager still handles hiring, contracts and staff questions.
- A German subsidiary of an Indian or foreign group that needs local HR documents and processes written down and consistent with head office.
- A growing engineering, technology or services business that wants a handbook, onboarding and review process before it hires more people.
- A business with a works council or a collective agreement that wants its everyday HR steps written down clearly and applied the same way by every manager.
What we do for businesses in Germany
HR audit
We review contracts, policies, staff files, onboarding steps and management practice against a clear checklist. You receive a written report, with questions for your German adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, absence, performance and exit workflows. Each step has an owner and a record, so managers act consistently across sites and teams.
Read more →Policies and employee handbook
We draft a handbook and core policies in plain English. Legal wording and entitlements stay open until your German adviser confirms them. Translation into German is then arranged and checked locally.
Read more →Employee onboarding process
We design the steps from signed offer to the end of the first months, including checklists, a buddy plan and manager check-ins. New joiners know what happens next and managers have a routine to follow.
Read more →Performance management process
We build review cycles, goal templates and feedback guides that fit how your managers work. Where a works council is involved, the final design is agreed with them through your adviser.
Read more →HR situations we help with in Germany
Many layers of written rules.
German employers often work with contracts, house rules, company agreements and sector agreements together. Managers lose track of which document governs which question unless the HR process says so plainly.
Works council involvement.
Where a works council exists, many HR changes need discussion first. A process that shows which steps involve the council saves managers from starting work they cannot finish.
Group policies written elsewhere.
Head-office policies from India or another country often assume a different employment culture. Local managers need versions that make sense in a German workplace.
English drafts, German documents.
Contracts and policies for German staff are normally expected in German. A clear draft in English, followed by checked translation, keeps meaning intact and avoids surprises at signing.
Probation and early exits.
Probation periods are used differently from company to company. A simple review schedule with written notes helps managers decide in time and explain their reasoning.
Skilled-staff hiring and retention.
Technical and trade roles are hard to fill. Structured interviews, a calm onboarding routine and regular conversations help new hires stay past the first year.
Local rules your adviser confirms
These are German regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Works council rules | Where a works council exists, it has a say in several HR matters. We map where your processes touch it. Your adviser confirms what needs its involvement. |
| Collective agreements | Some sectors and employers are bound by agreements with unions or employer associations. Your adviser confirms whether one applies. We then build its terms into your documents. |
| Written employment terms | The information a new employee must receive in writing. We create contract and onboarding templates. Your adviser confirms the required content and the German wording. |
| Working time and records | Hours, breaks, rest and how time is recorded. We design the recording and request steps. Your adviser confirms what applies to your roles. |
| Leave and sickness absence | Annual leave, family leave and sick-leave notification. We draft the policy structure and request flow. Entitlements go in only after your adviser confirms them. |
| Dismissal protection | Rules on ending employment and the steps that come before. We design the warning and documentation workflow. Your adviser decides legal steps in every case. |
| Social insurance and payroll | Contributions and tax registrations handled by your payroll provider or adviser. We add the joiner, change and leaver steps that feed them. |
| Data protection in HR | Handling of staff records and applicant data. We design record-keeping steps with care for who sees what. Your adviser or data protection officer confirms the details. |
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
Scoping call
A video call to understand your business, team size, managers and the issues you want solved. We agree scope in writing and set meeting windows that suit German time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. Documents in German are welcome, and we tell you where we need a translation to review them properly.
- 3
Written findings
We send a written report in plain English with priorities, then go through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. Your adviser or translator finalises the German versions. If you want ongoing help, we can provide it remotely.
What we do not do
- We do not give legal advice or opinions on German employment law.
- We do not run payroll, handle social insurance or make statutory filings.
- We do not negotiate with works councils or unions on your behalf.
- We do not supply contract staff, run background verification or give visa advice.
- We do not claim a German office, registration or past German clients.
Questions from businesses in Germany
GullyHR does. We are based in Bengaluru and work remotely with German businesses on audits, process design, documents and manager training. We do not give legal advice, and we work alongside your German adviser.
Yes, in a defined way. We can review how HR runs today, write down the processes, and draft handbooks and templates in English. Your German adviser confirms legal points and arranges the German versions.
No. We name areas to check, such as works council rules and collective agreements, but your qualified adviser confirms what applies. We then build the confirmed requirement into your processes.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider, so the right information arrives on time.
We draft in English. You can share German documents and we will tell you where a translation is needed for review. Final German versions are prepared and checked by your adviser or a translator.
The first conversation is free. After it we share a written scope, timeline and fee for the work, so you can decide before committing. An HR audit is a paid service.