FLAGSHIP
Growing SMEs
The broadest PeopleOS proposition: build the right HR operating system as the business moves from informal founder-led people decisions to repeatable management, HR operations and technology.
PeopleOS · People & HR transformation
People and HR systems that hold up as you grow.
PeopleOS helps organisations build the structures, roles, manager routines, HR processes and technology they need so people decisions stop depending on a few individuals. For growing businesses, our flagship focus is HR Consulting for SMEs.
Our approach
HR is part of the operating system of the business.
As organisations grow, people decisions become business decisions. Structures, roles, capabilities, processes and HR systems need to evolve with the organisation.
The focus is not HR policy or administration for its own sake. It is the people infrastructure that lets a growing business run with clearer ownership, stronger managers and less dependence on individual memory or founder intervention.
PeopleOS by business context
One flagship growth-stage pillar, supported by more specific contexts.
Startups
Put first-hire, role, manager, performance and HR foundations in place at the pace the company grows—without importing corporate bureaucracy too early.
Pharma & Life Sciences
People systems for specialist and multi-location workforces across technical, operational, corporate and commercial contexts.
IT & Technology
Role and career architecture, specialist hiring, first-time manager capability, performance systems and distributed people operations.
Global Capability Centres
Global-local HR ownership, workforce and role architecture, manager capability, service delivery and people data for India operations.
Functional authority
The shared PeopleOS capabilities underneath each context
HR Transformation
Redesign the connected system behind HR: operating model, processes, governance, HR technology, data, manager routines and adoption.
HR Operating Model
Clarify what HR owns, what managers own, how services are delivered and where decisions or exceptions sit.
Organisation Design & Role Clarity
Design structures, spans, roles, accountabilities and decision rights that reduce ambiguity and founder bottlenecks.
Performance Management
Build clear expectations, manager check-ins, evidence, calibration and development around a rhythm managers can actually run.
HR Operations & HRMS
Strengthen employee-lifecycle workflows, employee data, reporting, HRMS requirements and practical automation.
Recruitment & Talent
Improve role definition, hiring workflows, evaluation, onboarding and talent practices as recruitment complexity grows.
Fractional HR
Add experienced HR leadership when the organisation needs senior capability without yet needing a full-time senior hire.
HR Outsourcing
Use external delivery for clearly defined recurring HR work where it improves continuity, capacity or specialist access.
How we work
Diagnose before adding policy, process or software.
DiagnoseUnderstand where people-system friction is affecting the business.
DesignDefine the right ownership, process, structure and technology for the organisation's current stage.
ImplementTranslate recommendations into usable workflows, role expectations and management routines.
EnableEquip HR, managers and leaders to operate the new system without permanent external dependence.
MeasureTrack adoption, service quality and the operating outcomes the change was meant to improve.
Focused first step
Start with one HR area.
The HR Health Check is a small paid review of one selected area: what is working, what is missing and what to fix first. The price and scope are agreed upfront.
Experience
Experience behind PeopleOS
Renu Dhanopia Sharma
Founder · leads PeopleOS
PeopleOS draws on Renu Dhanopia Sharma’s HR leadership, consulting and outsourced HR delivery experience across organisation structures, policies, recruitment, performance management, HR operations and people systems.
About the foundersRelated insights
Guides for founders and HR leaders
HR Setup for a Growing SME
What HR capability a growing SME needs at different stages—and what not to overbuild.
Fractional vs Outsourced vs HR Consulting
A practical framework for choosing the right HR delivery model.
HR Audit Checklist
What to inspect, evidence to request and red flags across key HR areas.
Build stronger people systems without overbuilding HR.
Start with the business context and the operating problem that matters most.