HRM Practitioners

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Our Expertise in Employee Risk and Strategic HR

Enterprises today face a dual challenge: protecting themselves from insider risk while transforming HR to support rapid growth and digital change. HRMP exists to solve this challenge by combining deep HR domain knowledge with board-level understanding of governance, regulation and culture.

“We help boards, CXOs and CHROs architect people systems that are both high-performing and risk-aware—across geographies, sectors and growth cycles.”

HRMP’s core team and advisors bring:

  • 150+ years of combined C-suite and global experience across CHRO, HR Director and board advisory roles in complex, multi-country organizations.
  • A track record of working with boards, Audit and Risk Committees, and promoters on culture, conduct, succession and people-risk.
  • Hands-on experience in navigating regulatory environments, large-scale HR transformations and high-stakes investigations in diverse sectors.
This depth allows HRMP to engage credibly with both HR and non-HR leaders, bridging language gaps between people, risk, finance and governance.
Strategic HR Transformation

Strategic HR Transformation

  • Redesign of HR operating models, processes, policies and analytics to create future-ready HR functions aligned with business strategy.
  • Focus on integrating risk-awareness, culture and data into everyday HR, enabling CHROs to hold a strategic, board-aligned role.

Employee Risk Advisory (ERA)

Employee Risk Advisory (ERA)

  • Structured frameworks to identify, prevent and respond to insider risks including fraud, harassment, data misuse and control failures.
  • Solutions such as ERA assessments, DWF Portal, compliance & vigilance mechanisms and forensic support that make organizations audit-ready and regulator-ready.

Leadership Accelerator

Leadership Accelerator

  • Leadership Accelerator programs to build resilient, ethical and governance-savvy leaders for VUCA environments.
  • CXO & Board Advisory services that support directors and executives in de-risking personal and institutional liability on people-related issues.

Together, these practice areas offer an integrated approach where HRMP is accountable from design through to implementation and leadership adoption.

Meet the Team

Discover the ex-CHROs, board advisors and specialists who bring HRMP’s expertise to life.

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What Makes Us Different

Learn how our end-to-end approach, HR-tech advisory and board-level experience set us apart as long-term partners.

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The People Behind HRMP

Clients do not just buy frameworks and tools from HRMP; they work directly with practitioners who have themselves been accountable to boards, regulators and investors. The team’s backgrounds span FMCG, Retail, IT/ITES, Manufacturing and diversified conglomerates, enabling nuanced, sector-aware advice on people-risk and HR transformation.

Soumitra Das

Soumitra Das

Founding Partner & Senior Advisor

Soumitra Das brings decades of experience as a CHRO and global HR leader, having led people strategy and transformation across multi-country businesses. His expertise covers HR operating model redesign, culture and engagement, and board-facing work on succession, people-risk and leadership readiness.

Asha Shivashankar

Asha Shivashankar

Partner, Employee Risk & Culture

Asha Shivashankar is an experienced HR and ethics leader with deep exposure to conduct, POSH, whistleblowing and culture-building in complex organisations. She has partnered with boards, ICs and senior management to design and implement frameworks that protect employees while safeguarding the enterprise.

HRMP’s advisory board comprises seasoned leaders who bring independent perspectives from boardrooms, risk functions and specialised domains. Advisory board members are not involved in day-to-day delivery, but guide the firm on emerging risks, best practices and governance expectations.
Typical profiles include:
  • Former Independent Directors and Audit Committee Chairs with experience overseeing whistleblowing, internal controls and culture oversight in listed entities.
  • Ex-CROs/Compliance Heads who understand regulatory expectations, investigations and the interface between human behaviour and financial or operational risk.
  • Sector specialists from FMCG, Retail, IT/ITES and Manufacturing who help contextualise ERA and HR solutions to specific industry realities.
This advisory layer ensures HRMP’s work stays aligned with evolving board expectations, regulatory trends and stakeholder sensitivities, while remaining grounded in practical, on-the-ground experience.

What Sets HRMP Apart

Most consulting firms approach people-risk, HR and governance from either a pure HR lens or a pure compliance lens. HRMP stands out by combining deep CHRO experience, risk and legal sensitivity, and hands-on implementation capability in one integrated offering.

This means boards, CXOs and CHROs get a partner who understands their pressures end-to-end—from culture and engagement to audits, investigations and regulatory expectations.

Holistic integration of HR, risk and governance

  • ERA, Strategic HR Transformation, Compliance & Vigilance and Leadership Advisory are designed to work together, not as disconnected projects
  • Solutions explicitly link policies, processes, culture, analytics and board oversight, so people-risk is embedded into everyday management, not treated as an annual exercise.
  • Leadership development and board advisory ensure that the people taking decisions are equipped to use the systems and frameworks effectively.

HR tech and analytics advisory

  • HRMP leverages HR technology, whistleblowing platforms (like the DWF Portal) and talent analytics to turn policy into practice and insight.
  • The team advises on how to configure tools, define data models and build dashboards that senior leaders will actually use, instead of leaving clients with unused technology.
  • Analytics is integrated into ERA and HR transformation, helping organisations move from anecdotal discussions to data-backed decisions on risk and workforce.

End-to-end accountability from design to execution

  • HRMP stays engaged from diagnostics and design through pilot, rollout and refinement, rather than stopping at recommendations.
  • Support spans policy drafting, process definition, training, communication, leadership workshops, technology configuration and governance routines.
  • This end-to-end ownership reduces the risk of “consulting fatigue” and ensures that frameworks work in real-world conditions—not just on slide decks.

For clients, these differences translate into concrete advantages:

Faster impact
  • Practical, prioritized roadmaps and experienced teams shorten the time from diagnosis to visible changes in controls, culture and leadership behaviour.
Practical and board-ready outputs
  • Policies, frameworks, dashboards and reports are crafted so they can be directly used with Audit Committees, regulators and internal stakeholders without extensive rework.
Confidentiality and trust
  • As ex-CHROs and board advisors, HRMP’s leaders are accustomed to handling sensitive information, high-stakes incidents and confidential boardroom discussions.
  • Engagements are structured to protect client identity and situation details, while still allowing for honest, unvarnished advice.
These elements together make HRMP a long-term partner for organisations that want to build safe, high-performing and future-ready people systems.