People & HR
As the business grows, the challenge is not only the product. It is the team behind it: the right people, the right practices, the right leadership and the right systems.
LogiKoncept partners with growing businesses on that work, on its own or alongside the technology. You do not have to build a full internal HR function before the company needs one.
Hiring and talent, including technology roles, without a large internal recruitment team.
HR operations, payroll and the employee lifecycle, sized to the stage you are at.
People strategy and performance before a full-time people function is justified.
People Partner
Support can start at hiring and move through HR foundations, talent, performance and people strategy. HR technology and the practical use of AI in people processes sit inside that work, where they help, rather than as a separate catalogue.
People leadership
Parul Bhatnagar, Director — People & HR, brings 15+ years shaping people strategy and building HR functions, from the ground up, across multinational companies and high-growth technology organisations. That includes talent, performance, employee experience, and HR transformation through digitalisation and AI-enabled processes.
Our team01
Hiring from the role itself through sourcing, screening and the offer. Technology, business, operations and specialist roles, at the pace the team actually needs to grow.
02
Extra capacity without building a large internal recruitment function. Permanent, contract or project-based, depending on what the business is trying to staff.
03
Support the recurring payroll cycle with structured employee data, salary processing coordination, payslips, payroll reports and the operational processes around payroll. Compliance responsibilities are defined according to the agreed engagement and applicable requirements.
04
Support the employee lifecycle, including onboarding documentation, employee records, HR coordination, policies, attendance and leave processes, exits and day-to-day HR administration.
05
Practical performance, career development, role clarity and workforce planning, so the team can grow without the process becoming a separate industry.
06
People strategy sized to the organisation you have, not the one a template assumes. A review of what exists, the gaps that matter, and workflows the team will actually use.
Technology
Role design, hiring and the operating model depend on what the business is actually building. That context can live in the same conversation.
A conversation
A role you cannot fill, payroll that needs a proper rhythm, or people practices that have outgrown spreadsheets. Start with the situation, not a package.
