Your Day-to-Day HR, Run by Our Team
Outsourced HR management is an arrangement in which an outside team runs your day-to-day HR operations on an ongoing basis. Within the agreed scope, we keep records, carry out joining and exit tasks, coordinate attendance and leave, prepare payroll inputs, administer policies and answer routine queries. The work follows your policies, and decisions on people, pay and policy stay with you.
Outsourced HR Management in brief
Outsourced HR management is an arrangement in which an outside team runs a company's day-to-day HR operations on an ongoing basis: employee records, joining and exit tasks, attendance and leave coordination, payroll inputs, policy administration and employee queries. GullyHR provides it within a scope agreed in writing. The work follows your policies and approval routes, and decisions on people, pay and policy stay with you.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- Outsourced HR management at GullyHR means our team runs your HR operations on an ongoing basis, within the agreed scope, working to your policies and approvals.
- The service can cover employee records, onboarding and exits, attendance and leave coordination, payroll inputs, policy administration, employee queries, the HR calendar and reports, and coordination with your payroll and compliance providers.
- It differs from fractional HR management, where a senior HR head sets direction for part of each month, and from HR process consulting, which designs processes for your own team to run.
- Decisions on hiring, pay, discipline, exits and policy stay with you. Statutory matters in scope are handled with qualified professionals.
The starting point
Is HR Work Done in Someone's Spare Hour?
In most growing businesses the HR work is known. It sits with a founder, an office manager or the accountant, alongside a full day of other work, so it is done late, done differently each time, or done only when someone asks.
We run the day-to-day HR work within an agreed scope, and the decisions stay with you.
You may be experiencing:
- Employee files spread across email, a shared drive and a cupboard.
- New joiners arriving before their letter, paperwork or access is ready.
- Exit tasks remembered one at a time, with settlement inputs chased at the last minute.
- Leave and attendance reconciled in the week payroll is due.
- Payroll inputs that reach payroll late or without an approval.
- Employees getting different answers to the same question.
- Confirmation dates and document renewals passing unnoticed.
- Payroll and compliance providers waiting on information nobody is chasing.
- An HR person who has left, or who is covering far more than one job.
- A founder still answering leave and payslip questions personally.
What we can help with
Our Outsourced HR Management Services
Employee Records Management
The employee master and personal files kept current within the agreed scope, with changes recorded as they happen and missing documents flagged to you.
Onboarding Coordination
Joining tasks run to an agreed checklist: documents collected, the record created, letters prepared for your signature and induction arranged before the first day.
Exit Coordination
Exit tasks coordinated from resignation or separation to the last day, including handover, asset return, access removal requests, clearance and settlement inputs for your approval.
Attendance and Leave Coordination
Leave applications, balances and attendance exceptions followed up with managers to the agreed cut-off, under your attendance and leave policy.
Payroll Input Preparation
Joiners, exits, changes, attendance, leave and claims assembled into the agreed input pack for your approval, then passed to whoever processes your payroll.
Policy Administration
Policy acknowledgements collected, current documents kept in the agreed location, and questions on how a policy applies passed to the person who decides.
Employee Query Handling
An agreed channel for routine queries on leave, attendance, payslips, documents and policy, answered from your policies, with matters of judgement passed to you.
HR Calendar, Reporting and Provider Coordination
A calendar of recurring HR work, regular reports in an agreed format, and coordination with your payroll and compliance providers so information reaches them on time.
The scope
What the Service Can Cover
These are the HR activities our team can run for you. Each engagement takes the ones that apply to your business, and the scope is agreed with you in writing.
Employee Master
One current record for each employee, with joining details, role, reporting line and the dates that matter.
Personal Files and Documents
Documents received from employees kept in the agreed location, with missing or expiring items flagged.
Joining Checklist
The tasks between acceptance and the first week, each with an owner, so a new joiner arrives to a prepared start.
Letters for Your Signature
Joining, confirmation, change and exit letters prepared from your approved formats, for you to review and sign.
Exit Checklist and Clearance
Handover, asset return, access removal requests and clearance from each team, tracked to the last day.
Settlement Inputs
The information needed for a leaver's final settlement, gathered and prepared for your approval.
Attendance and Leave Follow-up
Applications, balances, exceptions and regularisation requests followed up with managers before the cut-off.
Payroll Input Pack
Each cycle's joiners, exits, changes, attendance, leave and claims in the agreed format, ready for your approval.
Policy Acknowledgements
Employee acknowledgements of your policies collected and recorded, and current versions kept where employees can find them.
Query Channel
One agreed route for routine employee queries, with a log of what was asked, what was answered and what was passed to you.
HR Calendar
Confirmations, review cycles, renewals, payroll cut-offs and policy reviews on one calendar, with reminders to the people who act.
Provider Coordination and Reports
Information sent to your payroll and compliance providers by the agreed dates, and regular reports on the state of HR operations.
Working together
Ways to Work With Us
Ongoing HR Operations
Our team runs the agreed day-to-day HR activities through the month, with a regular report and review.
Selected HR Activities
Only the activities you choose, such as records and onboarding, or exits and employee queries, with the rest staying with your own team.
Operations Cover During a Vacancy
Day-to-day HR operations kept running while an HR position is vacant, with a handover of records and open items to the person you appoint.
Alongside Fractional HR or Consulting
Operations run by our team while a fractional HR head sets direction, or on processes designed in our HR process consulting.
Scope is agreed per engagement, in writing, before work begins. Payroll outsourcing, statutory compliance support, fractional HR management and process consulting are separate services, added only where agreed.
The deliverables
What You Receive
Depending on the scope of your engagement, deliverables can include:
- A written scope listing the HR activities covered, the approval routes and the reporting.
- A review note on your current records, checklists and calendars, with gaps found before takeover.
- A maintained employee master and personal files in the agreed system or location.
- Onboarding and exit checklists, with a completed record for each joiner and leaver.
- A payroll input pack for each cycle, prepared for your approval in the agreed format.
- An HR calendar of recurring tasks, with owners and status.
- A query log showing queries raised, answered and passed to you for decision.
- Regular HR reports in the agreed format, including items waiting for your decision.
- A note of process or policy gaps found during the work, with what could be done about them.
- A handover of records and open items when the engagement ends.
Step by step
How We Work
Agree the Scope
We confirm the HR activities we run, the employees, entities and locations covered, the systems and channels, the approval routes and what is reported, and write it down before work begins.
Review and Set Up
We review your current records, policies, checklists and calendars, note the gaps, and agree the operating routine: checklists, calendar, query channel, input pack and report format.
Take Over in Stages
Activities move to our team in an agreed order, with a handover from whoever handles them today, so nothing is dropped during the change.
Run and Coordinate
We carry out the agreed work through the month, keep records in the agreed system, coordinate with your providers, and bring each decision to the person who owns it.
Report and Review
We report at agreed intervals, flag process or policy gaps found in the work, and review the scope with you at agreed points.
The difference
What Handing Over HR Operations Gives You
An outsourced HR management engagement run within an agreed scope helps you:
We do not promise outcomes. We record a baseline before work starts, covering which records are complete today, how joining and exit tasks are handled, how often payroll inputs arrive late and which queries go unanswered, and report against it, so you can see what changed and what did not.
- Give day-to-day HR work a named team, within a scope you have agreed in writing.
- Keep employee records in one place, updated as changes happen.
- Run joining and exit tasks to a checklist, so no step is left to memory.
- Prepare payroll inputs in the agreed format for the agreed cut-off, with your approval recorded.
- Give employees the same answer to the same question, drawn from your policies.
- Keep recurring HR dates on a calendar rather than in one person's memory.
- Give your payroll and compliance providers one point of coordination.
- Receive decisions on people, pay and policy with the facts gathered, and keep them with you.
Find your fit
Who This Service Is For
Founder-Led Businesses
Companies where HR administration still sits with the founder, an office manager or the accountant.
Growing Companies Without an HR Team
Businesses that have outgrown informal HR but are not ready to build an in-house HR team.
Businesses Between HR People
Companies whose only HR person has left, or is stretched too thin, and that need the operations kept running.
Multi-Site Businesses
Companies where joining, exits and leave are handled differently at each site or in each team.
Businesses Using Several Providers
Companies with outside payroll or compliance providers that want one team to coordinate what those providers need.
Businesses With Processes to Run
Companies that already have HR processes and policies, from our consulting or their own, and want someone to run them.
Good to know
Outsourced HR, Fractional HR or Process Consulting
Outsourced HR management
Our team runs your day-to-day HR operations within the agreed scope: records, joining and exits, attendance and leave, payroll inputs, policy administration, queries and reports.
Fractional HR management
A senior HR professional works with your leadership for an agreed part of each month, sets the HR direction and advises on decisions. The routine work stays with your team, or with ours.
HR process consulting
We design your HR processes and procedures, with approvers, forms and checklists, for your own team to run.
Choosing between them
- The routine HR work is not getting done: outsourced HR management.
- Nobody senior is setting the HR direction: fractional HR management.
- The work is done, but differently every time: HR process consulting.
- All of these at once: they can be scoped together.
Each service is scoped and agreed separately, and you can take any of them on its own.
Good to know
Scope and Service Boundaries
Each engagement defines
The HR activities covered, the employees, entities and locations, the systems and channels used, the approval routes, who employees contact, how information is handled and the reporting format.
Stays with you
- Decisions on hiring, pay, confirmation, discipline and exits.
- Every policy and any change to one.
- Approval of payroll inputs and of settlements.
- Signing letters and employment documents.
- The final position on any statutory or legal matter, with your own advisers.
Not assumed, and covered only where agreed in writing
- Payroll processing, offered as our payroll outsourcing service.
- Recurring statutory compliance work, offered as our statutory compliance support service.
- Recruitment, offered through our hiring services.
- Workplace investigations and disciplinary hearings.
- Legal advice or representation before any authority.
- Software licences, procurement or integration.
HR operations depend on the information your managers and employees provide and on decisions made on your side. The service does not guarantee compliance or the absence of errors, and statutory matters are handled with qualified professionals.
Good to know
Timeline and How to Prepare
Timeline
The start depends on the number of employees, entities and locations, the activities included, the state of your current records and where you are in your payroll cycle. We confirm the takeover plan after agreeing the scope.
Useful inputs
- Your current HR policies and any employee handbook.
- The employee list and the records you hold today.
- Any joining, exit or leave checklists and letter formats.
- The approval routes your managers follow.
- Details of your payroll and compliance providers and what they receive today.
- The person on your side who approves and decides.
Records can be shared in agreed samples first, and in full only once the engagement and access terms are in place.
Good to know
Employee Information and Access
Handled by agreement
HR operations involve personal information about employees, including documents, pay details and leave records. Before work begins we agree the data required, who may access it on each side, how it is shared and stored, and the confidentiality terms.
Access limited to the work
Access is limited to the people running your HR operations and the approvers you name. We agree with you how records are returned or removed when the engagement ends.
Good to know
Measures We Report On
Records and movements
- Record completeness: which employee records and documents are complete and current.
- Joining tasks: whether joining checklists are complete by the first day.
- Exit tasks: whether exit checklists and settlement inputs are complete by the agreed date.
Definitions and reporting periods are agreed at the start so months can be compared consistently.
The monthly routine
- Payroll inputs: whether the input pack is ready and approved by the agreed cut-off.
- Employee queries: how many are raised and how long they take to answer.
- HR calendar: which recurring tasks were completed on time and which are overdue.
- Pending decisions: items waiting on your side, and for how long.
Good to know
Frequently asked questions
It is an ongoing arrangement in which an outside team runs your day-to-day HR operations, such as employee records, joining and exits, attendance and leave, payroll inputs, policy administration and employee queries. At GullyHR it is one of our HR outsourcing services, run within a scope agreed in writing.
A fractional HR head is a senior HR professional who works with your leadership for part of each month, sets direction and advises on decisions. Outsourced HR management runs the day-to-day HR operations. They can be taken separately, or together when you want both direction and operations covered.
HR process consulting designs your HR processes and procedures for your own team to run. Outsourced HR management is our team running the day-to-day work. Where a process is missing, it can be designed first or alongside, under a separate scope.
The activities are agreed per engagement and written into the scope. They can include employee records, onboarding and exits, attendance and leave coordination, payroll inputs, policy administration, employee queries, the HR calendar and reports, and coordination with your payroll and compliance providers.
You do. We prepare, coordinate, record and follow up. Hiring, pay, confirmation, discipline, exits and every policy remain your decisions, and anything that needs judgement goes to the person you name.
Outsourced HR management prepares the payroll inputs for your approval. Processing the payroll itself is our payroll outsourcing service, which can be added to the scope. Otherwise processing stays with your team or provider.
We coordinate with your compliance provider or qualified professionals and send them the information they need. Recurring compliance work is our statutory compliance support service, added where agreed. GullyHR is not a legal practice, and the final position on statutory matters rests with your own advisers.
Yes. We agree who does what, so your HR person, your managers and your providers each know which tasks sit with them and which sit with us.
That is agreed in the scope. Routine queries can come to an agreed channel or through a person on your side. Anything that needs a decision is passed to the person you name.
No. The work can run in the HR system you already use or in shared trackers. Software is a separate decision.
No. The work depends on the information your managers and employees provide, the decisions made on your side and the providers you use. We agree the work and report against it, but we do not promise a result.
A named person who can approve and decide, your current policies, employee records and any checklists, details of your payroll and compliance providers, and the approval routes your managers follow. If some of these do not exist yet, we note it in the review.
Before work begins we agree what information is shared, who can see it, how it is stored and the confidentiality terms. Employee information is used for the agreed service, and access is limited to the people doing the work.
Pricing depends on the number of employees, entities and locations, the HR activities included, the systems used and the level of support you want. Share your requirements and we will send a tailored proposal.
Hand Over the Routine. Keep the Decisions.
Give your day-to-day HR work a team that runs it to your policies and approval routes, and keep the decisions on people, pay and policy with you.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Discuss Your HR Operations
Tell us which HR work you want to hand over and how it is handled today.
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