Routine HR work runs late.
Joining formalities, letters and confirmations wait until someone has time.
PeopleOS · HR Outsourcing
Reliable HR outsourcing for growing businesses
Run essential HR operations without adding unnecessary complexity. PathWeave manages agreed people processes through clear workflows, named responsibilities, service measures and review routines — so recurring HR work gets done on time, and leadership can see it.
Supporting HR functions across growing organisations
Startups
SMEs
Growing Businesses
Mid-Sized Organisations
When IT makes sense
When HR work is recurring but ownership is unclear
Documentation is inconsistent.
Each joiner's file looks different, and gaps show up at audit or exit.
Records are fragmented.
Employee data sits across the HRMS, spreadsheets, finance and email.
Follow-ups get missed.
Probation reviews, leave balances and exit clearances slip through.
HR sits with the founder, finance or admin.
People who have other jobs are running HR in the gaps.
Nobody can say what's pending.
Leadership has no simple view of HR workload, backlog or issues.
The service
What HR outsourcing means at PathWeave
HR outsourcing at PathWeave is an ongoing managed service for a defined set of HR processes. Before we start, we agree in writing:
ScopeWhich processes PathWeave runs, and which it doesn't.
Operating modelWho does what, through which channels and systems.
Service measuresTimeliness, accuracy and backlog targets for each process.
GovernanceA named PathWeave owner, a named client owner and a quarterly review.
Retained responsibilitiesThe decisions and sign-offs that stay with your organisation.
ExclusionsAnything outside the agreed scope, which is handled as a change request.
You don't have to outsource everything. Some clients hand over one process group; others hand over most of HR operations while keeping HR leadership in-house or with a fractional HR leader.
What we run
HR processes we can manage
01 Core
Employee lifecycle administration
Joining, documentation, confirmation, transfers and role changes, leave administration and exits — from offer acceptance to final clearance.
02 Core
Payroll and statutory compliance
Monthly payroll processing, statutory deductions and filings, and the compliance calendar that goes with them. PathWeave prepares and files; your organisation approves payroll and signs off as the employer.
03 Core
HR records, data and reporting
Employee master data, document control, recurring HR reports and a people dashboard. Where you need a new system, see HR operations and HRMS support.
04 Optional
Recruitment
Sourcing, screening, interview scheduling, candidate communication, offer coordination and onboarding handover for your open roles. For hiring-process design, see recruitment and talent consulting.
05 Optional
Performance-cycle administration
Performance calendar, forms and workflow tracking, reminders, completion reporting and support for managers during review cycles.
06 Optional
HR helpdesk and manager support
Support for employee and manager HR queries through email, WhatsApp and on-site days, in the mix your organisation needs. Channels, availability and escalation for sensitive issues are agreed before the service starts and adjusted whenever the need changes.
Related insights
Operating model
The managed service operating model
Client ownerA named person in your organisation who approves decisions and exceptions.
PathWeave ownerA named service lead accountable for delivery and escalation.
WorkflowsDocumented procedures for every process in scope.
Service measuresTimeliness, accuracy and backlog, tracked on a service dashboard.
GovernanceA quarterly review with your leadership covering service performance, issues and scope.
Continuous improvementA standing backlog of simplification, digitisation and automation opportunities. Technology follows process.
Accountability
What stays with your organisation
Outsourcing moves the work, not the accountability for people decisions. These stay with you:
Leadership decisionsHiring approvals, organisation changes, compensation and promotions.
Statutory sign-offThe employer's legal and compliance responsibilities.
Sensitive employee decisionsDisciplinary action, terminations and grievance outcomes.
Other agreed accountabilitiesRecorded in the responsibility matrix at the start.
PathWeave prepares, coordinates and documents; your named owners decide and sign.
Getting started
Transition and mobilisation
- 1. DiscoveryUnderstand current processes, volumes, systems, people and pain points.
- 2. Process documentationDocument how each in-scope process will run, who owns each step, and the service measures.
- 3. Data preparationClean and structure employee data and documents before handover.
- 4. PilotRun one process group first to test workflows, channels and reporting.
- 5. Go-liveMove the full agreed scope into the managed service.
- 6. StabilisationClose gaps, adjust service measures and hold the first quarterly review.
Deliverables
What you receive
- Service scope and responsibility matrix
- Documented operating procedures
- Employee-data and document structure
- Service calendar
- Issue and escalation process
- Service dashboard
- Quarterly governance review
- Transition and stabilisation plan
Ways to work with us
Outsourcing, consulting or fractional HR?
HR outsourcing
PathWeave runs agreed HR operations on an ongoing basis. This is what this page describes.
HR consulting
Project work to design or fix HR, then hand it over. See HR consulting for SMEs or HR consulting for startups.
Fractional HR
Part-time senior HR leadership and judgement. See fractional HR leadership.
PathWeave supports organisations with a focus on Hyderabad and Secunderabad, local offices in Nagpur and Bhopal, and remote consulting support for Indore and Delhi NCR.
Build a dependable HR operating rhythm
Tell us which HR work is recurring, who is handling it today and where it breaks down. We'll help you scope what to outsource and what to keep in-house.