A GCC's entire value case rests on the people it hires. The compliance layer around employment exists to protect both them and the parent's IP, not to slow hiring down, if it's built correctly from the first offer letter.
Building the employment framework
- Appointment letters and contracts compliant with the state's Shops & Establishments Act, since India's labour compliance is state-administered, not uniform nationally.
- IP assignment clauses that route anything created on the job back to the parent, drafted at the structuring stage referenced in Entity & Structure, not bolted on later.
- Statutory benefits: Provident Fund and ESI contributions, gratuity accrual once the entity crosses the relevant headcount threshold, and leave policies compliant with state law.
- POSH policy and Internal Committee, mandatory once the entity crosses 10 employees, and worth setting up before it's legally required rather than after.
Talent strategy follows location
Where you hire from is a location decision as much as an HR one; see Location Strategy for how city choice maps to the kind of talent pool, engineering, BFSI, or manufacturing-adjacent, your function needs.
How we help
We don't run recruitment ourselves, but we build and run the compliance layer around hiring: the contracts, the statutory registrations from Setup & Registration, the payroll processing, and the ongoing PF/ESI/POSH obligations, either standing up the function for your own HR team to run, or running it for you through our Managed Services practice once headcount is live.
Talk to us about your GCC.
Bring your parent company's requirements; leave with a written, fixed-fee setup plan, on the same calendar as everything else we file for you.