End-to-End HR Consulting

Before designing any part of the HR system, we invest time in understanding your organisation’s purpose, goals, and long-term plans. This discovery phase allows us to build a people system that matches your strategy.

We help you articulate or refine:

• Vision – where you want the organisation to reach in the long run
• Mission – how the organisation plans to achieve that vision
• Core values – the behaviours and principles that guide the team

These statements provide a foundation for recruitment, policies, leadership expectations, and performance standards.

A well-designed structure brings clarity to roles, authority, and responsibilities. We map your entire organisational setup using how you run things, what services you offer, how big you are, also where you aim to grow.

This includes:

• Defining departments and sub-departments
• Clarifying reporting lines and supervisory relationships
• Preparing role definitions for key positions
• Assessing workload distribution
• Creating a manpower plan for the next 1–3 years

Policies set expectations, reduce confusion, and ensure fairness. We prepare comprehensive HR policies that suit your organisation’s culture and align with Nepali labour standards.

Policies typically include:

• Recruitment and selection
• Onboarding and orientation
• Attendance and working hours
• Leave types and leave management
• Code of conduct and disciplinary process
• Travel, expense, and reimbursement
• Workplace behaviour and ethics
• Any policy required for your specific industry

Each policy is discussed with your leadership team, finalised collaboratively, and prepared in a format ready for company-wide implementation.

After sorting out the framework and rules, we step in to organize day-to-day HR operations. This ensures your HR department, even if managed by a single person, runs efficiently and stays compliant. We also guide you on selecting and setting up an HRIS so your processes become easier to manage and more accurate.

We prepare templates for:

• Offer letter
• Appointment letter
• Contract renewal
• Confirmation letter
• Promotion letter
• Salary certificate
• Warning or clarification notice
• Relieving or retirement letter
• Termination letter

We also develop essential checklists, including:

• Joining formalities
• Employee file management
• SSF enrolment and monthly process
• Exit procedure and clearance
• Leave tracking process

Compliance is a major responsibility for organisations in Nepal, especially with requirements related to:

• Labour Act and Labour Rules
• Social Security Fund (SSF)
• Minimum wage
• Working hours and overtime
• Contract and probation rules
• Documentation and record-keeping

We ensure your policies, structure, documents, and salary practices align with applicable laws. This reduces risk and helps your organisation operate with confidence during audits, inspections, or legal reviews.

Compensation is directly connected to employee satisfaction and retention. We support you by:

• Reviewing current pay practices
• Studying relevant market salary trends
• Creating salary ranges for each role/level
• Ensuring compliance with minimum wage and legal requirements
• Advising on benefits and allowances commonly practiced in Nepal

This helps your organisation remain competitive and consistent across departments.

We design complete salary structures that are easy to understand, compliant, and suitable for your organisation.

This includes:

• Creating pay components (basic, allowances, SSF contribution, etc.)
• Structuring salary break-ups for all levels
• Ensuring SSF and tax requirements are accurately calculated
• Adding any organisation-specific pay elements (e.g. mobility allowance, attendance incentive, field allowance, etc.)

The final salary structure is designed to support transparency, compliance, and long-term planning.

A clear PMS helps your team understand expectations and stay aligned with your goals. We design a simple and effective system that fits your structure and industry.

This includes:

• Setting role-wise goals, KPIs, or OKRs
• Creating performance scorecards for key positions
• Defining the review cycle and evaluation method
• Preparing templates for goal setting, mid-term check-in, and final appraisal
• Linking performance results to increments, promotions, and development plans

The final PMS is easy to use, supports fair evaluations, and helps every employee stay focused on what matters most.