Introduction
HR Process Outsourcing covers the administration of core human resource functions from recruitment support to statutory compliance, employee documentation, performance tracking, grievance handling, policy implementation and exit formalities delivered under a single outsourced framework. As a dedicated outsourcing partner, we structure our HR outsourcing services around the operational and compliance requirements of Indian workplaces, covering everything from candidate onboarding paperwork to full exit documentation. Our human resource management services extend across the employee lifecycle, while our HRO solutions are built to integrate with existing HRMS platforms rather than replace them. Whether you need targeted support for one HR function or a broader outsourced HR desk, this page outlines exactly what is executed under each sub-service.
Service Offerings
Recruitment and Onboarding Support
As part of this outsourcing engagement, recruitment support covers job posting management, candidate screening against role-specific criteria, interview scheduling coordination and offer letter generation. Onboarding formalities include collection of KYC documents, background verification coordination, statutory form filling such as Form 11 for EPF and nomination forms, and creation of the employee master record in the HRMS. For example, for a batch of 15 new joiners in a single month, we coordinate document collection, verification status tracking and induction scheduling as one consolidated onboarding cycle rather than processing each joiner in isolation, reducing turnaround time per hire.
HR Statutory Compliance Management
Our HR statutory compliance services cover maintenance of statutory registers required under the Factories Act, Shops and Establishments Act and applicable state labour laws, including attendance registers, leave registers, and wage registers. This extends to POSH Act compliance constitution and training of the Internal Committee, maintenance of the annual report and grievance redressal timelines along with labour law audit support and documentation for inspections. As part of our broader compliance scope, we track amendments to state-specific labour rules and update internal checklists accordingly, so documentation stays audit-ready at any point in the year.
Employee Records and Documentation Management
This service covers digitization and maintenance of employee personnel files, including offer letters, appointment letters, increment letters and disciplinary records, organized against a defined retention schedule. As part of our HR consulting services, we also standardize document templates across departments to ensure consistency in format and legal language and maintain version control so that superseded documents such as revised appointment terms do not create ambiguity during audits or employee disputes.
Performance Management Support
Performance management support includes administration of the goal-setting cycle, tracking of KRA/KPI submissions against defined timelines and coordination of appraisal rounds between employees and reviewing managers. We configure rating scales, normalization workflows and increment mapping logic within the performance system and prepare consolidated appraisal reports for management review. Our HRO solutions also support probation confirmation reviews, ensuring that confirmation letters are issued or extended within the policy-defined window rather than lapsing informally, which is a common gap in manually managed HR consulting services engagements.
Employee Grievance and Query Management
Grievance and query management covers a structured intake process for employee concerns related to payroll discrepancies, leave balances, harassment complaints or policy interpretation, routed to the appropriate resolution owner with defined turnaround timelines. As part of this service, we maintain a grievance log with categorization by type and closure status, escalate unresolved cases beyond the defined SLA and generate periodic trend reports so recurring issues such as repeated leave-balance disputes in a specific department can be addressed at a policy level rather than case by case.
HR Policy Design and Implementation
Policy design involves the creation or review of HR policies including the leave policy, code of conduct, working from home policy, and the travel and expenses policy, taking into consideration labour laws and the organizational context. Policy implementation involves communication, recording of acknowledgement through the HRMS system, and policy audit on a regular basis to ensure that actual implementation corresponds to the policy document. This service will be offered within the ambit of our strategic HR process outsourcing program, whereby the deficiencies in existing policies detected in daily activities become inputs to the revision cycle.
Exit Management and Offboarding
Exit management covers resignation acknowledgment, notice period tracking, exit interview scheduling, clearance coordination across IT, finance and admin departments and preparation of exit documentation including the relieving letter and experience certificate. This end-to-end HR outsourcing process is coordinated with the payroll function to ensure full and final settlement inputs such as leave encashment eligibility and recovery of dues are shared accurately and within the exit timeline, avoiding delays that commonly arise when exit and payroll data are managed in separate systems.
HR Helpdesk and Operations Support
The HR help desk serves as the initial touchpoint for queries pertaining to leaves and policy-related matters, and the process works with well-defined service-level agreements based on the response time to such requests. The queries are documented and monitored against specific timelines for each query category within our HR operations outsourcing framework, with periodic reporting provided by us to HR executives. This process helps minimize the need for a hit-or-miss approach to dealing with employee queries.
How SKMC Global Can Help You?
In case an organization finds itself lacking enough HR capacity to carry out policy formulation, performance management or staffing because the internal HR processes are busy doing the transactional work, then it is best to outsource such processes. The HR process outsourcing services that we offer are tailored in such a way that they take care of the transactional parts of HR process outsourcing, including the documentation, statutory register, grievances handling and exit process, while the decision-making part stays within your internal organization. It becomes especially important for HR process outsourcing for small businesses, where internal HR function does not become necessary due to small number of employees.
With our human resource management solutions, we have SLAs for every transactional process, compliance reporting and one-stop escalations; therefore, responsibility will never be distributed among multiple vendors. In case the client is already using HR consulting services for any strategic or advisory work, the operations component from our end is meant to complement but not duplicate the same, since it will focus only on the delivery part. Depending on whether you require just one process, like statutory compliances or an entire outsourced HR help desk, our engagements are structured according to your systems and reporting cycle.
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FREQUENTLY ASKED QUESTIONS
Coverage typically includes recruitment support, statutory compliance, documentation management, performance administration, grievance handling, policy implementation and exit management, scoped as per the service agreement.
This includes constitution of the Internal Committee with the required composition, mandatory employee awareness sessions, maintenance of the annual report, and adherence to defined grievance redressal timelines under the Act.
Typical requirements include PAN, Aadhaar, educational certificates, previous employment relieving letter, bank account details, and nomination forms for EPF and gratuity, verified before the employee master record is created.
The process of goal setting, mid-year and end-of-year review submissions, rating by managers, and normalization processes all follow a fixed timeline, with reports being compiled for the purpose of reviewing compensation.
The HR outsourcing services include transactions that occur and the compliance processes that occur on a continuous basis. Advisory work usually includes advice regarding policy design, organization structure, or workforce strategies.
Unresolved cases are automatically flagged for escalation to the next resolution owner, with the escalation logged against the case for audit purposes and periodic trend reporting.
Registers vary by applicable law but typically include attendance registers, leave registers, wage registers, and registers required under the Factories Act or Shops and Establishments Act, depending on establishment type.
Clearance requests are routed simultaneously to IT, finance, and admin functions upon resignation acknowledgment, with pending clearances tracked against the notice period to avoid delays in final settlement processing.
Such an engagement includes both the software layer and the operational execution data entry, verification and reporting while a standalone HRMS subscription provides only the platform, with execution remaining internal.
Scope is narrow, covering basic aspects of compliance and documentation requirements, without having function-based teams, though statutory requirements such as PF, ESI and POSH compliance remain the same, regardless of the organization’s size.
This is in addition to recommendations for policy change according to trends in operations, workforce documentation audits, and compliance risk assessments at regular intervals.
The records are maintained according to the access control mechanism of roles and restricted to those people who are a part of the process, under the terms of confidentiality in the service contract.
Revisions are done because of changes in legislation, grievance trend reports, and organizational changes, such as switching to hybrid models of working.
An outsourced model involves an external partner executing defined processes end-to-end, while a shared services setup typically centralizes the same functions within an internal, multi-location team.
Yes. Engagements can be limited to one function, such as statutory compliance or documentation management, and expanded to cover additional functions as requirements evolve.