The work that does not fit in a workshop.
Some problems need a room full of people and a curriculum. Others need one person, one hour at a time, over months. This is the second kind: one to one coaching, and advisory that stays with an organisation long enough to see a decision through.
Mindful leadership coaching, one to one.
For professionals and senior leaders working on clarity rather than technique. Typical reasons people start: a step up into a role that needs more presence than expertise, a decision that has been pending too long, or the particular flatness that arrives after a long run of delivery.
- Career clarity and the next move, thought through rather than reacted to
- Executive presence: how you enter a room, hold a position, and handle being disagreed with
- Composure under sustained load, using mindfulness as a working tool rather than a retreat
- Direct work with Srikanth throughout, with no associate handover
Retained HR advisory.
For organisations that need senior HR judgement regularly, but not a full time senior HR hire.
HR operations and policy
Process design, policy drafting and review, compliance routines, and the unglamorous work of making HR run predictably.
Hiring and performance
Talent acquisition, performance management frameworks, compensation benchmarking, and onboarding that does not lose people in the first ninety days.
HR digitalisation
Selection and rollout of HRIS and HCM platforms, including SAP SuccessFactors, with attention to adoption rather than configuration alone.
Engagement and retention
Diagnosing why people actually leave, and the small number of changes that move it. Culture work with a measurable target, not a values poster.
POSH and ESG
POSH framework setup and committee training, and ESG reporting groundwork from a people and governance angle.
Group onboarding design
Designing intake programmes for cohorts rather than individuals, drawing on a flagship group onboarding programme built and run inside a large engineering organisation.
Three ways this usually runs.
A single session
One conversation on a specific decision. Useful when you want a second opinion from outside your own organisation, and nothing more.
A block of sessions
A set number of coaching conversations over a few months, with an agreed focus at the start and a review at the end.
A monthly retainer
A fixed amount of senior HR time each month for organisations that would rather have judgement on call than a project.
Start with a conversation, not a proposal.
Fifteen minutes is usually enough to tell whether this is the right kind of help.