HR consulting for GCCs and the technology companies that scale with them
Your best engineers become managers within a year or two. Meanwhile, your leadership team answers to headquarters in another time zone, and the next capability centre down the road is hiring. That is why Seven People Systems offers HR consulting for GCCs, SaaS and IT companies that turns fast-growing teams into well-led ones.
For example, we have worked with leadership teams at Salesforce, BrowserStack, Fractal, Capgemini and Morgan Stanley. In each case, the work ran from planning the year to building the managers who deliver it.
What GCC leadership development in India has to solve
India is now where global companies build capability, not just where they cut cost. Therefore the bar rises for every manager and site leader, and HR consulting for global capability centres has to start there.
Source: Nasscom and Zinnov GCC landscape study, FY2024, as reported by ThePrint.
From delivery to ownership
Today, centres that began as delivery engines own products, platforms and global roles. As a result, leaders have to make decisions, not just execute them.
Engineers become managers early
Strong individual contributors are promoted fast. However, they are rarely prepared for the people side of the job.
Leading across time zones
Site leaders answer to headquarters and partner with global peers. In addition, they often lead teams that may never meet them in person.
A tight talent market
Meanwhile, new centres open every month. Consequently, people stay where they grow, and leave where they do not.
L&D for global capability centres, built around four moments
Most of our work with IT and capability-centre clients starts at one of four moments. In each case, learning and development for GCCs draws on a Seven practice you can explore in more depth.
Leadership offsites and annual planning
First, we design and facilitate the leadership team's annual offsite. Together, the team agrees the year's operating plan, the few priorities that matter and who owns what.
Leadership retreats →Goal-setting and execution rhythm
Quarterly goals connect the centre's work to global priorities. In addition, a monthly review rhythm keeps teams honest about progress.
Execution rhythm →Engineers into managers
Programmes for first-time and mid-level managers start from DISC behavioural profiles. As a result, each manager knows how they lead and how their team works best.
First-Time Manager Program →Coaching capability for senior leaders
The Coaching Clinic® and coaching practice help leaders grow people faster than the business grows.
Coaching Skills for Managers →Also for technology managers: AI capability, from readiness to everyday practice.
AI Capability →How we have worked with IT, SaaS and capability-centre teams
Here are a few examples of the work behind our HR consulting for GCCs and technology companies. In addition, we run goal-setting and execution work for Culture Machine. For more, see our case studies.
Planning the year as one leadership team
We ran leadership workshops for the centre's annual leadership offsite. In particular, the work centred on agreeing the annual operating plan: the priorities, the trade-offs and the owners.
Leadership retreats at scale
These leadership retreats focused on leadership team building, execution excellence and strategy implementation. Moreover, both ran for large groups.
From goals to managers who deliver them
First, we set up a quarterly goal-setting and execution rhythm across the organisation. Then we ran a programme for first-time managers and a leadership development programme for mid and senior managers, built on DISC profiles.
Coaching capability at the top
We ran the Coaching Clinic®, a coaching skills programme, for the organisation's top global leaders. As a result, coaching became part of how the top team leads.
In addition, people at Rakuten, Accenture and InMobi have been certified on OKRs through our partner OKR International, using the OKR-BOK™ framework.
How our GCC talent development programmes run
Every engagement follows the same four steps. However, each is sized to your centre and timed to your planning calendar. As a result, leadership development for GCCs fits the way your year already runs.
Diagnose
To begin with, conversations with site and global leaders, plus DISC and other licensed assessments, show where your managers actually are.
Design around your plan
Then everything is built around your operating plan, your products and the situations your engineers and managers face every week.
Deliver where you work
After that, we deliver in your centre, at an offsite, or as cohorts that bring managers from different sites together.
Keep it going
Finally, monthly execution reviews, coaching follow-ups and a second measurement make sure the change outlasts the programme.
HR services for IT companies in India and the centres they run
These are product companies, IT services firms, analytics businesses and global capability centres we have worked with. In short, HR consulting for IT companies is a core part of our work.
Client logos are trademarks of their respective owners and are shown to illustrate our experience. Accordingly, their display does not imply endorsement.
HR consulting for GCCs and IT companies: common questions
What does HR consulting for GCCs cover?
In short, GCC HR consulting covers the people work a capability centre needs as it grows. First, that means leadership team offsites, annual planning and an execution rhythm. In addition, it covers manager development, coaching capability for senior leaders and AI capability for technology managers.
Do you only work with global capability centres?
No. We also offer HR consulting for IT companies and HR services for SaaS companies, product businesses and analytics firms. For example, our clients include BrowserStack, InMobi, Contentstack and Fractal.
Which cities do you work in?
We have delivered for technology clients in Hyderabad and Mumbai. In addition, we work with centres across Bengaluru, Pune, Chennai and Delhi NCR.
Can you help our leadership team plan the year?
Yes. We design and facilitate annual leadership offsites built around your operating plan. For instance, we did this for the Salesforce centre in Hyderabad with a leadership group of 40 to 45 people.
How do you prepare engineers for their first management role?
First, we start with DISC behavioural profiles, so each new manager understands their own style and their team's. Then we build practice around the real conversations they face: feedback, delegation, priorities and performance.
How do we start?
To begin with, tell us about your centre, the people challenge in front of you and the size of the group. Then we reply within one working day with a suggested first step.
Planning the year, or growing the managers who will deliver it?
First, tell us about your centre and the people challenge in front of you. Then we will come back within one working day with how we would approach it.