Your HR operations, run as a shared service
Talent Carriage works alongside the HR teams of Indian enterprises to run everyday HR operations: joining, attendance, payroll inputs, compliance, queries and exits. Our experienced HR specialists deliver the work on your HRMS or ours, our own AI agents keep every case moving, and your HR team’s time goes to people and the business.Talent Carriage works alongside the HR teams of Indian enterprises to run everyday HR operations, delivered by experienced HR specialists and our own AI agents, on your HRMS or ours.
Your employees and managers
Ask questions, act on reminders and approve on time, in their own language
Talent Carriage HR shared service
Runs the work end to end, measured on KPIs and SLAs
Your HR team
Sets policy, makes the calls and leads the people agenda, with the routine handled
On your HRMS or ours. No change to your payroll provider.
Your employees and managers
Ask questions, act on reminders and approve on time, in their own language
Talent Carriage HR shared service
Runs the work end to end, measured on KPIs and SLAs
Your HR team
Sets policy, makes the calls and leads the people agenda, with the routine handled
On your HRMS or ours. No change to your payroll provider.
Global shared-services discipline, built in India for Indian employers
Talent Carriage Management Pvt. Ltd. was founded by HR and business leaders who had set up and run large HR shared services and global business services organisations for multinationals such as Nokia, Ericsson and Siemens, across more than 100 countries.
We saw that most Indian employers, growing fast and spread across states, rarely get what global companies take for granted from a shared service: one standard way of working, work that is measured, and HR leaders who are free to focus on people rather than paperwork.
So we built an HR shared services company that brings expertise, processes and technology together under one roof. We advise, implement and run, and we are accountable for outcomes. Today our HR specialists are supported by AI agents we built ourselves, so the follow-through that usually falls on HR teams is done every day, for every employee.
Accountable for outcomes
Every service we run is measured on accuracy and timeliness, and reviewed with your leadership.
Transparent by design
You see the status of every case, every month, not just a summary at the end of it.
Built around your HR team
Every process is designed around the judgement of your HR leaders and managers, so the routine follows on its own.
Practical
We work with the systems and teams you already have, and start where it matters most.
One team runs the everyday HR work, so your HR leaders can lead
An HR shared service brings the routine, high-volume HR work of a company into one dedicated team that runs it on standard processes. It is how most large global companies run HR operations. It works for Indian employers of every size from a few hundred employees up.
Separate the work
Repeatable work such as joining formalities, attendance, payroll inputs, compliance filings, letters and queries moves to the shared service. Judgement stays with your HR team.
Standardise it
One set of SOPs, approval matrices, cut-offs and compliance calendars across every location and entity.
Run it in tiers
Routine questions and reminders are handled first. Specialists process the work. Experts check complex and statutory cases.
Measure and improve
Accuracy and timeliness are tracked against agreed KPIs and SLAs, and reviewed with your leadership every month.
What changes when HR runs as a shared service
Oversight you did not have before
One process, one policy interpretation and one audit trail across every site, so leadership sees how HR operations are really running and where they are not.
Efficiency that grows with you
Specialist skills are shared across locations and entities rather than rebuilt in each one. Fewer re-runs, arrears and penalties remove hidden cost.
Delivery that is measured
Accuracy and turnaround are tracked against agreed service levels, so quality is managed with evidence, not judged by complaints.
Clear accountability
Every process has one owner from start to finish. When something goes wrong, it is traced to its cause and fixed once.
The same experience everywhere
An employee in a plant, a branch or the head office gets the same answer, in the same time, to the same question.
Growth without rebuilding HR
A new location, entity or acquisition joins an existing playbook, and regulatory changes are absorbed once for everyone.
Why global companies run HR this way
Over the last two decades most multinationals have organised HR into three parts. Business partners advise leaders, centres of expertise design policy and programmes, and a shared service runs the operations underneath both. The shared service is what frees the other two to work on people and strategy instead of transactions.
Talent Carriage gives Indian employers that same foundation, without having to build and staff it themselves.
The shared service is the part Talent Carriage provides
Why it matters even more in India
Indian HR operations carry a complexity that is far easier to manage well with one central team than location by location.
Rules that differ by state
Professional Tax, Labour Welfare Fund and shop rules vary by state, on top of PF and ESIC. One team keeps every location’s calendar.
Labour Codes in transition
As the four Labour Codes change wage definitions and compliance, a central team updates once and applies it everywhere.
Distributed, multilingual workforces
Frontline and field employees rarely log in to an HRMS. Follow-through has to reach them on phone and WhatsApp, in their language.
Software alone is not enough
Many companies own a good HRMS that people do not use well. A shared service makes the process work, not just the system.
We advise, implement and run HR operations
Take one service or the full set. Expert-led design work and day-to-day operations come from the same team, so what we design is what we run.
Design the right HR operation
HR policies, organisation and salary structures, SOPs, audits and shared-service design, by experienced practitioners.
Set it up properly
Process mapping, approval matrices, system set-up and a supervised transition from your team to ours.
Operate it every day
Managed delivery by our specialists and Centre of Expertise, measured on KPIs and SLAs.
Operate
- Onboarding
- Employee data
- Leave and attendance
- Payroll
- Statutory compliance
- Exit and F&F
Structure and reward
- HR policies
- Organisation structure
- Salary structure
- Annual salary review
Perform and grow
- Performance and incentives
- Talent management
- Employee engagement
Enable
- New manager training and certification
- Advanced manager training and certification
Support and govern
- HR query management
- Audits
- Global mobility
What we run with you
- Attendance follow-up and closure
- Payroll input validation and checks
- Statutory challans, files and registers
- Employee data, letters and MIS
- Salary review administration
- Joining and exit administration, including F&F
- First-line HR queries
- SOPs and process governance
What your HR team leads
- HR policies and approval matrices
- Approval of payroll, F&F and exceptions
- Bank transfers and statutory payments
- Hiring, promotion, pay and exit decisions
- Signatory and employer responsibilities
- Employee relations
Questions business and HR leaders bring to us
The conversations we have most often, across every family of our services, and how we think about them.
“We have plants in four states and payroll keeps getting re-run. Where do we start?”
- How we think about it
- Re-runs are rarely a payroll problem. They start upstream, with attendance corrections and joiner data that arrive after cut-off.
- What good looks like
- One calendar for every plant, gaps chased and closed before cut-off, and state compliance tracked centrally, so payroll runs once and leadership sees every location in one view.
“After two acquisitions we have three salary structures. How do we bring them together?”
- How we think about it
- Harmonisation fails when it starts with pay. It works when it starts with roles and levels that everyone recognises.
- What good looks like
- Common role levels, salary bands and one policy set, introduced through the next salary review rather than overnight, so offers and increments follow one logic.
“Our review cycle starts on time but never finishes. Why?”
- How we think about it
- Cycles stall in the middle, with busy managers, not at the start. Reminders sent to everyone help no one.
- What good looks like
- Every pending review tracked by manager and location, followed up person by person, and calibration ready for HR, so increments reach payroll in the planned month.
“Our best performers are struggling as first-time managers. What helps?”
- How we think about it
- New managers rarely lack ability. They lack a working knowledge of the company’s own policies and a few practised conversations.
- What good looks like
- A short, certified programme built around your policies and real situations, so everyday people matters are handled in the team and HR is called in where judgement is needed.
“Queries come from everywhere and we never feel ready for an audit.”
- How we think about it
- Both are symptoms of the same thing: work that happens in inboxes and conversations, with no record.
- What good looks like
- One channel for every query, each with an owner and a timeline, and employee files audited on a calendar, so the organisation is ready for an audit on any day.
Have a different question?
Most conversations with us begin with one specific problem. We are glad to think it through with you, with no obligation.
Ask us yoursOur people deliver. Our AI agents make sure nothing waits.
Every service is run by experienced HR specialists and a Centre of Expertise. Between their work, our own AI HR agents handle the reminders, follow-ups and routine questions, on WhatsApp and phone and in Indian languages, so cases close on time.
- HR queriesAnswered round the clock
- Attendance and leaveGaps closed before payroll cut-off
- OnboardingJoiners ready on Day 1, supported to Day 90
- ExitsClearances and F&F inputs on time
- Goals and performanceReview cycles that finish on schedule
- Salary reviewsIncrement cycles closed within budget
- TalentSuccession and development plans kept moving
- EngagementPulse check-ins with actions followed up
Two ways to work together
Both begin with a conversation and a short study of how your HR operations run today, and both come with the same governance.
We run it with you
For HR teams that want a partner to run day-to-day operations
- Our HR specialists and Centre of Expertise run the work on your HRMS or ours
- AI agents built into everyday delivery
- KPIs and SLAs, with service credits for defined breaches
- Monthly governance reviews with your leadership
Your HR team: leads, decides and governs the service
Strengthen your shared service
For HR teams building or running their own shared service
- Shared-service design, SOPs and governance from our experts
- Our AI agents working alongside your HR operations team
- A live view of every case, with a full audit trail
- Ongoing support as your shared service matures
Your HR team: runs the service, with our experts and agents alongside
Mix the two, service by service, and change the mix as your needs change.
Delivery you can see, controls you can audit
Your employee data and your decisions stay protected. Every action is recorded, so results come from the record rather than from anecdotes.
Visibility
- A live view of open cases, timelines and escalations
- Regular reports on volumes and turnaround times
- Monthly reviews with your leadership
Controls
- Agents act only within rules your HR team approves
- Maker-checker on every payroll and F&F output
- Your approval before any payout file is released
Security
- Delivered in a secure Microsoft Azure environment
- AI runs within that environment, not on public consumer AI services
- Encrypted data and role-based access
Led by people who have built and run HR shared services
Uday Moitra
Director & CEOLed HR shared services for Nokia across India, the Middle East and Africa, and global HR operations programmes, after HR leadership roles at Ericsson, Citibank and Reliance. Specialises in HR shared services, strategic HR, and talent and leadership management.
30 years of experience
Uday Tickoo
Chief Marketing OfficerExperience across design technology, manufacturing and services, in sales, operations and leadership coaching, with organisations including NDDB and Tetra Pak.
30 years of experience
Rahul Sanghvi
Director & StrategySerial entrepreneur and IIM Ahmedabad alumnus. Served as Deputy Director-General at NITI Aayog’s monitoring and evaluation office, and built a research and consulting firm that completed over 450 projects across 25 states.
20 years of experience
Kapil Maini
DirectorSet up and led Nokia’s Global Business Services unit for Global Operations. Leadership roles in supply chain, procurement and shared services with Lucent, Duracell and Eicher Motors. Engineer from Delhi College of Engineering and IIM Ahmedabad alumnus.
38 years of experience
Uday Sinh
DirectorHR leader across manufacturing, telecom, FMCG and retail, with Essar and Adani, and adviser to growing and family-run businesses on organisation structures, policies and processes.
29 years of experience
Praveen Ganegaonkar
Head of Strategic AlliancesAn entrepreneur with 30 years of business and leadership experience, and a bachelor’s degree in engineering from Pune. At Talent Carriage he leads strategic alliances, building the partnerships that bring our HR shared services to more organisations across India.
30 years of experience
Sundeiip Koul
Head of GrowthEntrepreneur with two decades in education and human resources. Founder of Career Forum Consultancy Services, leading career counselling, admissions, recruitment and placement for leading Indian and international universities, and builder of multi-location businesses across western India. Engineer by training.
20 years of experienceAdvisors
Gero Pickert
Chief AdvisorPlanned, implemented and ran Nokia’s HR shared services, which grew to cover standard HR services for up to 100,000 employees in 126 countries. Earlier CEO of Siemens Mobile Networks in China, and an international speaker on shared services.
37 years of experience
Dr. Smarajit Dey
AdvisorOver 20 years with NIIT, including as President, and a decade on the faculty of BITS Pilani. Founding director of several education ventures and a leadership coach to growing companies.
38 years of experience
Prof. Arvind Sahay
AdvisorDirector of MDI Gurgaon and Professor of Marketing and International Business. Earlier on the faculty of IIM Ahmedabad, where he served as Dean (Alumni and External Relations), and of London Business School. IIT Kanpur and IIM Ahmedabad alumnus, PhD from the University of Texas at Austin.
35 years of experiencePerspectives on HR operations
Every week we publish articles, visual explainers and quick quizzes on running HR operations well, for HR, finance and business leaders.
Monday Mornings, Chasing Punches
The weekly chase for missed attendance punches, and what it really costs.
Read the article on LinkedIn ↗The Salary That Came One Day Late
Why a one-day delay changes little in the office, and a great deal for the employee.
Read the article on LinkedIn ↗HR Outsourcing Failed Because It Was Sold As Headcount Arbitrage
Why outsourcing sold on headcount savings disappoints, and what to measure instead.
Read the article on LinkedIn ↗Memory fades in hours. We ask on the day.
The forgetting curve, and why the timing of a question matters more than the form.
View the post on LinkedIn ↗Work expands to fill the time available
Parkinson’s Law, applied to HR operations.
View the post on LinkedIn ↗Swiss cheese has holes. So does every check in HR.
Every layer misses something. The question is whether they miss the same things.
View the post on LinkedIn ↗Five steps, each right 98% of the time
How many new joiners get a perfect first day? Count the hand-offs.
View the post on LinkedIn ↗How upstream activities cause payroll errors
Payroll accuracy is decided long before the payroll run.
View the carousel on LinkedIn ↗How many HR vendors do you manage today?
What vendor sprawl costs an HR team, and how to bring it together.
View the carousel on LinkedIn ↗Your costliest HR process isn’t payroll
A quick quiz on where HR operations effort really goes.
Take the quiz on LinkedIn ↗Start a conversation
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Registered office: Talent Carriage Management Pvt. Ltd., New Delhi, India