Structure, Pay, Performance and Leaders, Taken One at a Time
Organisation and people consulting covers the structural work that lets a business keep growing without depending on one person: how the company is organised, how roles are defined, how pay is set, how performance is managed, how managers are developed and who succeeds whom. We run each as a defined engagement with a baseline recorded first, so you can see what changed.
Organisation and People Consulting in brief
Organisation and people consulting covers the structural work that lets a business keep growing without depending on one person: how the company is organised, how roles are defined, how pay is set, how performance is managed, how managers are developed and who succeeds whom. GullyHR does each as a defined engagement with a baseline.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- This hub groups six services: organisation design, compensation benchmarking, performance management and incentive design, a manager development programme, founder dependency and succession planning, and hiring process consulting.
- Each is a defined engagement with a baseline recorded before work starts and a report against it. None is an open-ended retainer.
- They work together, but you do not have to buy all of them. Most clients start with one, often after an HR Health Check or an HR Diagnostic.
- GullyHR does not promise outcomes. Decisions on structure, pay and people stay with you.
The starting point
Has the Business Outgrown One Person?
Growth tends to expose the same handful of structural gaps at about the same time. The question for an owner is rarely whether they exist, but which to take on first, because each one makes the next easier or harder.
We help you work out which to take first, then run it as a defined engagement with a baseline.
You may be experiencing:
- Everything still going through the founder, in a business that has outgrown that.
- Salaries agreed one at a time, with nobody able to explain the differences.
- Appraisals running late, ratings bunching at the top and bonuses decided at the top.
- Your best performers promoted into management without being taught how to manage.
- Nobody named to take over any key role.
- Hiring taking too long, and the wrong people joining.
- A second location, a senior layer or a funding round approaching, with the structure about to be looked at.
What we can help with
The Six Areas We Work On
Organisation Design
Structure, reporting lines, spans of control and decision rights as the company grows, with roles defined for the positions in it, so people work by a written structure.
Compensation and Salary Structures
Pay benchmarked by role and city, grades and bands, an increment policy and a benefits review, so offers and revisions follow a rule that can be explained.
Performance and Incentive Design
Goals, review cycles, rating calibration and incentive and bonus design, including sales incentives, tested against your own numbers before launch.
Leadership and Manager Development
A multi-month programme with a first-time manager track and a senior leader track, with assessment before and after, so managers are taught what the promotion did not.
Founder Dependency and Succession
What only the founder can do today, a delegation plan, a second line of leaders and a key-person risk register, so critical roles have a named successor or a stated gap.
Hiring Process and Employer Brand
Funnel design, interview scorecards and onboarding, alongside what candidates are told about working here, so hiring is faster and the people who join stay.
Choosing Where to Start
A recommendation on which area to take first and in what order, because structure usually comes before pay, and pay before incentives, and the order saves rework.
Baseline and Reporting
Where you stand on the measures for the chosen engagement recorded before work starts, and a report afterwards showing the change on each measure, whichever way it went.
Working together
Ways to Work With Us
HR Health Check
A free call and a written HR Health Score, so you can see where to start before committing to anything.
HR Diagnostic
A paid review of your records, policies, payroll, hiring and attrition data, with a full report and a plan for the first quarter after it.
A Single Engagement
One of the six areas, scoped and run on its own, with a baseline and a report against it at the end.
A Sequence
Two or three of the areas, run in the order that makes each easier, with a review between each one.
Each of the six has its own page with its own detail. This one exists to help you decide which to take first, and whether you need any of them yet.
The deliverables
What You Receive
Depending on the scope of your engagement, deliverables can include:
- A recommendation on which of the six areas to start with and in what order.
- A baseline for the measures in the chosen engagement, recorded before work starts.
- The deliverables for each engagement, written out on its own page.
- A report against the baseline at the end of each engagement.
- A written statement of which decisions stay with you and what each option commits the business to.
- Working sessions with you and your senior team to take those decisions.
- Manager briefings where an engagement changes how people work.
- A recommendation on what, if anything, should come next.
Step by step
How We Work
Start Where You Stand
An HR Health Check or an HR Diagnostic shows which of the six areas matters most for your business, rather than leaving it to whichever problem is loudest this month.
Pick the First Engagement
We recommend one to start, usually structure and roles, and explain what depends on what, so you do not pay to redo one piece of work because another was done first.
Record the Baseline
Before work starts we record where you stand on the measures for that engagement, so the change can be seen afterwards rather than asserted.
Do the Work
A defined engagement with documents, working sessions and decisions that stay with you, sized to the question rather than to a standard package.
Report and Choose What Next
A report shows the change on each measure, whichever way it went. If another area is next we say which and why. If nothing is, we stop.
The difference
What Taking It in Order Gives You
Structural work taken in a sensible order helps you:
We do not promise outcomes. We record a baseline before work starts, covering where you stand on each of the six areas before any engagement is chosen, and report against it, so you can see what changed and what did not.
- Have the structure of the business written down, with people working by it.
- Make pay, goals and ratings follow rules that can be explained.
- Teach managers what the promotion did not.
- Give key roles a named successor or a stated gap.
- See each change against a baseline recorded at the start.
- Avoid redoing one piece of work because another was done in the wrong order.
Find your fit
Who This Service Is For
Founder-Led Businesses
Companies growing past the size one person can hold together.
Companies Adding a Layer or Location
Businesses about to add a second location, a plant or a senior layer.
Businesses Facing a Review
Companies preparing for a funding round, a loan review or due diligence.
Companies Past Process Fixes
Businesses that have fixed day-to-day HR processes and now need structural work.
Family Businesses
Companies planning a generational handover.
Good to know
Frequently asked questions
Six areas: organisation design, compensation and salary structures, performance and incentive design, leadership and manager development, founder dependency and succession, and hiring process and employer brand. Each is a defined engagement with its own page.
With an HR Health Check or an HR Diagnostic, which shows which area matters most for you. Without one, we usually recommend structure and roles first, because pay, performance and succession all depend on knowing how the business is organised.
No. Most businesses need one or two at a time. Each engagement is scoped and run on its own, and where a second would help we say which and why. If nothing further would help, we stop.
Process consulting designs the day-to-day procedures: how leave is approved, how payroll input is collected, how an exit closes. This is structural work on decisions the processes run inside: how the company is organised, how pay is set, who succeeds whom.
Before any engagement starts, we record where you stand on its measures, such as how many roles have written descriptions or how long hiring takes. After it, a report shows the change on each measure, whichever way it went.
No. We do not promise outcomes, and a baseline is how we avoid pretending. The report afterwards shows what changed and what did not, including where something did not move, and we say what we would do about it.
The Health Check is free: a call and a written HR Health Score that shows where to start. The Diagnostic is paid and goes much deeper, reviewing your records, policies, payroll, hiring and attrition data, with a full report and a plan for the quarter that follows.
Yes. Your HR team takes part in the baseline, the working sessions and the rollout, and owns the outcome afterwards. Where the gap is capability rather than process, we train rather than substitute.
We are based in Bengaluru and work with businesses across India, in person where it matters and online otherwise. The scope states how work is split between the two.
Find Out Which of the Six Comes First
Start with a free HR Health Check, or book a conversation about structure, pay, performance, managers, succession or hiring, and decide the order with the dependencies in view.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Book an Organisation Consultation
Tell us which of these is causing the most difficulty.
