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AJNA COLLECTIVE

OurPOSH & HR Services

Practical, structured, and measurable HR and POSH solutions that reduce risk while improving workplace culture

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01

POSH SPRINT (48-HOUR COMPLIANCE KIT)

Fast, Defensible Compliance

For founders/HR/Legal needing fast, defensible compliance that also builds a culture of safety. Complete compliance package with custom POSH Policy, IC formation & registration kit, statutory notices, complaint registers, and reporting formats.

Duration

48 hours

Format

Complete compliance package

Investment

Contact for tailored proposal

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Key Features

Custom POSH Policy
IC formation & registration kit
Statutory notices
Complaint registers
Reporting formats
SHe-Box guidance
Communication toolkit (emails/posters/FAQs)

Expected Benefits

Rapid compliance
Clear roles
Consistent documentation
Culture-first messaging
02

POSH TRAINING & AUDITS

Practical, Bilingual Enablement

For all employees, managers, and Internal Committees. Awareness workshops (EN/Hindi/local language), manager playbooks, bystander drills, IC investigation & documentation training, audit & improvement plans.

Duration

2-4 weeks

Format

Workshops & training programs

Investment

Contact for tailored proposal

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Key Features

Awareness workshops (EN/Hindi/local language)
Manager playbooks
Bystander drills
IC investigation & documentation training
Audits
Improvement plans

Expected Benefits

Safer conduct
Higher reporting clarity
Stronger IC capability
Measurable culture shifts
03

STRATEGIC HR CONSULTING

Scalable People Systems

Policies, process frameworks, and people systems that scale—employee lifecycle mapping, performance and capability building, inclusion and diversity, conflict resolution.

Duration

3-6 months

Format

Consulting & implementation

Investment

Contact for tailored proposal

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Key Features

Organization Development: Align strategy, structure, and systems for scale. Org design and spans/layers, process redesign, change management, engagement & inclusion diagnostics, governance and decision rights.
Competency Mapping: Define the skills, knowledge, and behaviors for success at each level. Role family architecture, competency framework (IC/Supervisor/Manager/Leader), level descriptors, interview rubrics and assessment tools.
Talent Management: Plan–coach–review systems that link effort to outcomes. Goal/KRA design, quarterly check-ins, calibration, rating governance, promotion & succession criteria; policy and workflows.
Talent Development: Close capability gaps that block results. Skills gap analysis, learning paths, microlearning, on-the-job projects, POSH awareness & bystander training, evaluation (Kirkpatrick L1–L3).

Expected Benefits

Scalable HR infrastructure
Improved employee experience
Better performance outcomes
Enhanced organizational culture
Reduced HR operational costs
Stronger talent retention
Data-driven HR decisions
Future-ready systems
04

CULTURE & LEADERSHIP ENABLEMENT

Workplace Experience Design

Leadership programs, workplace experience and behavior design, bias reduction, and simple measurement frameworks to keep improvements on track.

Duration

6-12 months

Format

Programs & ongoing support

Investment

Contact for tailored proposal

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Key Features

Culture Building: Shape everyday behaviors to match values and business goals. Values → behaviors mapping, rituals & recognition design, manager toolkits, pulse diagnostics, policy-to-practice alignment (POSH, ethics, inclusion).
Leadership Development: Build leaders who drive performance and trust. 180/360 diagnostics, cohort programs, labs on feedback, decision-making, inclusion, and ethical leadership; coaching for critical roles.

Expected Benefits

Stronger leadership pipeline
Improved workplace experience
Reduced unconscious bias
Better team collaboration
Enhanced employee engagement
Measurable culture improvements
Sustainable behavior change
Competitive advantage
05

DELIVEHR — TURN INTENT INTO IMPACT

Elevate HR from Policy & Processing to Strategic Partner

Elevate the HR function from "policy & processing" to a strategic, outcomes-driven partner—shifting mindset, sharpening tools, and linking people decisions to business results.

Duration

3-6 months

Format

Strategic consulting & implementation

Investment

Contact for tailored proposal

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Key Features

Mindset & role reset: From service desk to business partner; clarify OKRs/KRAs that map to revenue, quality, cost, and risk.
Operating system build: Simple, scalable policies, processes, and people systems (TA, PMS, L&D, POSH readiness) that actually get used.
Capability uplift: Workforce planning, org design basics, data literacy (dashboards & metrics), stakeholdering, change & communication.
Tooling & templates: Goal sheets, review playbooks, interview rubrics, competency maps, SOPs, and comms kits.
Adoption & cadence: Quarterly talent rhythm (check-ins, calibration, succession) with clear roles and SLAs.

Expected Benefits

A one-page HR strategy (OKRs) tied to business priorities
A refreshed policy & process stack that scales (including POSH posture check)
PMS toolkit: KRAs/KPIs, quarterly review formats, calibration guide
Talent Acquisition pack: JD/JS templates, structured interviews, selection rubrics
Talent Development plan: role-based learning paths and on-the-job project templates
HR dashboard starter: hiring quality, time-to-fill, retention, performance, compliance
A 90-day action plan with milestones, owners, and measures of success
06

POSH MATURITY INDEX© (COMING SOON)

Data-Backed Assessment & Action Plan

For HR/Leadership teams that want a clear, data-backed assessment of organisation readiness, compliance and proactive prevention of sexual harassment at the work place. A lightweight diagnostic that scores your organisation across dimensions of Prevention & Redressal.

Duration

48 Hours

Format

Diagnostic assessment & reports

Investment

Early Access: Join pilot cohort (100 exclusive participants)

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Key Features

The Index, through a series of questions categorized under six broad themes, helps assess them on both prevention and redressal and assigns the organization a rating under the following four broad categories: High Risk, Minimal, Fundamental, Benchmark
Current State As-Is report
Basic Compliance Gap Analysis Report
Prioritised 60-90 day action plan
Template Pack (nudges, micro-guides, communications) to close gaps

Expected Benefits

Clear Baseline with focused improvements
Early Access: Join the pilot cohort – email sundar@ajnacollective.net (only for 100 exclusive participants)

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