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Comprehensive Employee Risk Advisory Services
In large enterprises, people-related risks rarely show up in one place; they are scattered across policies, culture, processes, vendor ecosystems and leadership behaviour. HRMP’s comprehensive ERA services help you map this entire landscape, close loopholes, respond effectively to incidents and create sustainable governance around employee conduct and culture.
From assessments and policy design to investigations, remediation and forensic support, ERA is designed as a structured, end-to-end program that senior leadership and boards can rely on.
Risk & culture assessments
- Conduct organization-wide or business-unit-specific reviews of risk-prone processes, access, incentives and behaviours.
- Use surveys, interviews and data analysis to understand psychological safety, speak-up culture and perceived fairness in handling complaints.
- Benchmark existing whistleblowing, POSH and misconduct handling practices against leading standards and regulatory expectations.
Policy, process and control design
- Review and update codes of conduct, POSH policies, whistleblower policies and disciplinary frameworks to close ambiguity and loopholes.
- Design practical process controls and segregation of duties for high-risk areas such as sales incentives, discounts, vendor onboarding, procurement and inventory.
- Align HR and compliance processes with Companies Act internal vigilance expectations and client/regulator requirements in your sector.
Fraud and misconduct investigations
- Provide structured investigation frameworks, templates and guidance for handling allegations of fraud, bribery, harassment, data theft and other misconduct.
- Support internal teams in evidence gathering, interviews, documentation and root cause analysis to withstand audit, legal or regulatory scrutiny.
- Help determine proportionate, consistent actions and remediation so similar incidents are prevented across the organization.
POSH and conduct governance
- Strengthen the design and functioning of Internal Committees (ICs) for POSH, including case handling protocols, documentation and reporting to authorities.
- Integrate POSH cases, behavioural issues and grievance patterns into the broader ERA view so that leadership sees culture risks holistically.
- Develop communication, training and manager toolkits to embed respectful workplace behaviours as a non-negotiable norm.
Recovery & remediation support
- Assist in closing identified gaps in policies, systems, roles and culture following significant incidents or thematic audits.
- Design targeted interventions—such as changes in delegation of authority, realignment of incentives or special training—for high-risk functions and locations.
- Support leadership in rebuilding trust with employees, customers and other stakeholders after high-profile cases.
Forensic and legal liaison support
- Coordinate with external forensic experts and law firms where specialized skills or independence are required.
- Help structure terms of reference, timelines, deliverables and reporting pathways for third-party investigations and legal processes.
- Translate technical forensic and legal findings into board-ready summaries and practical action plans for business leaders.
Project-based reviews
- Focused, time-bound engagements targeted at specific issues such as a spike in fraud, a major incident, or a regulatory observation.
- Clear scope, milestones and deliverables, such as a diagnostic report, redesigned controls or a revamped whistleblowing framework.
Retainer / managed ERA office
- Ongoing partnership where HRMP acts as a managed ERA office, supporting case management, periodic reviews, training and board reporting.
- Ideal for organizations that need specialist oversight and continuity but do not want to build large in-house teams dedicated solely to ERA.
Board-level advisory
- Direct engagement with the Board, Audit Committee and Risk Committee on insider risk themes, control maturity and culture signals.
- Periodic briefings, deep dives into cases and independent perspectives to challenge management assumptions and strengthen oversight.
FMCG / Retail
- Address risks related to inventory shrinkage, distributor and retail-level fraud, trade scheme manipulation and third-party workforce conduct.
- Tailor ERA frameworks to wide, dispersed networks of distributors, retailers and promoters where direct control is limited but brand and financial risk are high.
IT / ITES
- Focus on data exfiltration, IP theft, access misuse and contract non-compliance that can trigger heavy penalties or loss of global clients.
- Align ERA practices with client security requirements, NDAs, information security certifications and cross-border regulations.
These sector lenses ensure that ERA recommendations are not generic, but deeply grounded in your operating realities and risk profile.
ERA work is tracked using clear metrics that speak the language of boards, CXOs and auditors.
Sample KPIs include:
- Incident closure time: Average and median days to close cases by category and severity, with SLA adherence.
- Repeat incident rate: Percentage of repeated or similar incidents in the same function, location or process after interventions.
- Estimated loss averted: Quantification of financial exposure avoided through early detection, prevention controls and effective investigations.
Reporting can be tailored for HR, Compliance, Internal Audit and Board committees, with dashboards and periodic narrative summaries.
Book an ERA Scoping Call
Share an anonymized snapshot of your current whistleblowing, POSH and misconduct landscape with HRMP’s ERA specialists, and explore which combination of assessments, investigations and governance support will best de-risk your organization. A short scoping call will help define a practical roadmap, indicative timelines and outcome metrics aligned to your sector and growth stage.