Clear HR processes for US employers, built remotely from India
We help owners and operations heads at small and mid-sized US businesses audit their HR practice, design clean processes and documents, and train managers. The work is done remotely, and your own counsel confirms anything that touches the law.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps US businesses with the practical side of HR: audits, process design, handbooks, onboarding and performance routines, manager training and ongoing HR operations support. We work remotely over video and shared documents. We give no legal advice, so your employment lawyer or local adviser confirms any rule before we build it into a process.
Time zone. India is 10 hours 30 minutes ahead of US 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. The gap varies with daylight saving, and meeting windows are agreed at the start.
Who this suits in the United States
- A growing company with a founder or office manager who handles HR alongside other work and has no dedicated HR lead.
- A business with employees in more than one state that needs one consistent set of processes, with state differences marked for review.
- A startup or small firm that wants a handbook, offer templates and onboarding steps that a manager can follow without calling a lawyer for every hire.
- A company that already has an HR coordinator and wants an outside review of its hiring, performance and exit routines.
What we do for businesses in the United States
HR audit
We review how hiring, onboarding, records, reviews and exits actually run in your business. You get a written findings report with a ranked action list, and items needing legal review are flagged for your counsel.
Read more →HR process design
We map the routines that matter, such as new-hire paperwork, leave requests, manager approvals and terminations, and write them as clear steps with owners. State-specific points are marked for your adviser.
Read more →Employee handbook and policies
We draft a handbook structure and policy set in plain US English, covering conduct, time off, remote work and complaints. Your employment lawyer reviews the final text before you issue it.
Read more →Fractional HR management
A steady, part-time HR operations partner for companies that are not ready for a full-time hire. We run the calendar, trackers, documents and manager check-ins remotely.
Read more →Manager and soft-skills training
Online sessions for first-time managers on feedback, difficult conversations, documentation habits and fair interviewing. Examples are written around your own situations.
Read more →HR situations we help with in the United States
Rules differ by state.
A process that works in one state may need changes in another, and some cities add their own rules. Companies with remote staff in several places often have one policy that quietly fits only one of them.
At-will employment is misunderstood.
Many managers think at-will means no paperwork is needed. In practice, clear records of expectations, warnings and decisions protect both the employee and the company.
Worker classification is easy to get wrong.
Deciding who is an employee or a contractor, and who is exempt or non-exempt from overtime, shapes pay, time tracking and records. It deserves a documented review with your adviser.
Benefits administration takes time.
Health coverage, retirement plans, open enrolment and leave programmes each have their own calendar and paperwork. Small teams often track them in scattered spreadsheets.
Hiring paperwork has to be consistent.
Offer letters, background-check consents, employment eligibility forms and onboarding steps need a repeatable order. Gaps show up later, usually during an audit or a dispute.
Managers carry too much HR work.
In lean teams, line managers handle reviews, complaints and terminations without training. Uneven decisions and thin documentation are the usual result.
Remote and distributed teams add complexity.
Staff working from home in different states raise questions on timekeeping, expense reimbursement, equipment and policy coverage. These need a clear owner and a written routine.
Local rules your adviser confirms
We do not give legal advice and we do not claim to know every US rule. Before we build a process around any item below, your employment lawyer or local adviser should confirm what applies to your business and your states.
| Topic | What we do about it |
|---|---|
| State and local employment law | Employment rules vary by state and sometimes by city. Your adviser confirms what applies, and we mark those points in the process so they stay easy to update. |
| Wage and hour rules and overtime classification | The federal Fair Labor Standards Act and state laws affect pay and overtime. Your adviser confirms exempt and non-exempt status, and we build time-recording steps around the result. |
| Employment eligibility verification (Form I-9) | Employers complete and retain this form for each hire. We place it correctly in the onboarding checklist once your adviser confirms your process. |
| Paid sick leave and family or medical leave | Federal, state and local leave laws can overlap. We design the request and approval workflow after your adviser confirms what applies. |
| Anti-discrimination and harassment obligations | Federal agencies such as the EEOC and state bodies set expectations. Your adviser confirms them, and we shape the complaint process and manager guidance to match. |
| Benefits rules (ACA, COBRA, retirement plans) | These regimes carry their own notices and deadlines. Your benefits adviser or broker confirms them, and we document the internal steps for HR and managers. |
| Workers' compensation and workplace safety | Requirements differ by state and industry. Your adviser or insurer confirms them, and we record the incident-reporting steps in your process. |
| Pay transparency and hiring-practice laws | Some states and cities regulate job-posting pay information and screening questions. Your adviser confirms the rules, and we adjust the hiring process and templates. |
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 states, your team size and what is not working. We agree the scope in writing.
- 2
Document and process review
You share existing handbooks, templates and trackers through a secure shared folder. We read them before the next conversation.
- 3
Findings and design
We send written findings or draft processes and documents. Points that need legal confirmation are 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 US federal, state or local law.
- We do not run payroll, calculate pay or file tax or benefits returns.
- We do not handle immigration, visas or work-authorisation decisions.
- 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 the United States
Yes, for the process and documentation side of HR. We review practices, design workflows, draft documents and train managers remotely. Legal questions stay with your own lawyer or adviser.
We know which regimes exist and where they matter in a process. We do not give legal advice or interpret the law. We rely on your adviser to confirm each rule, then we build it into the process.
We draft the structure and plain-English wording. Your employment lawyer should review it before you issue it, because state and local rules differ. We then revise based on their comments.
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, so your provider receives clean data.
We can design your hiring process, interview structure and onboarding steps. If you need sourcing support, ask us what is possible. We do not provide contract staffing or background verification.
Cost and duration depend on scope, number of states, 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, states and main concerns, and we reply with a suggested first step.