HR functions have traditionally focused on internal support—handling hiring, payroll, and compliance. However, its role has changed significantly in the context of the modern workplace, requiring a more strategic and adaptable approach.
With the increasing complexities of employment laws, DEI initiatives, talent mobility, and workforce engagement have elevated the need for external HR advisory to provide specialized guidance. As a result, HR Advisory has transformed from a secondary service to a critical business function, where expert guidance can make or break a company’s ability to attract, retain, and manage top-tier talent.
Farhan Ahmed Hazarika, Global HR Advisor is leading this transformation. With a model focusing on helping businesses streamline workforce strategies, he ensures businesses achieve compliance, efficiency, and high employee satisfaction—emerging as one of the Top Business Visionaries to watch in 2025.
Did You Know?
| As per market research, the global HR advisory industry is estimated at $28 billion annually, growing at 8% CAGR. This signals immense opportunities for HR advisory firms and independent consultants to establish a market-leading presence. |
Pioneering the Future of HR Advisory
Focusing on India as the primary market, with plans for global expansion, Farhan Ahmed Hazarika envisions a new era of HR advisory—one that aligns with the modern workplace, digital transformation, and evolving talent needs. Through research-driven insights and a forward-thinking approach, Farhan and Eunity Partners are shaping HR advisory into an indispensable function, ensuring organizations stay agile, competitive, and future-ready in the constantly changing corporate world.
From Assam to Industry Leadership
Born and raised in Assam, Farhan Ahmed Hazarika’s journey to becoming a leading HR strategist is a testament to his perseverance. His career began in traditional corporate environments, working with renowned organizations such as Aditya Birla and the Toyota Group, where he honed his skills in HR operations, compliance, and leadership development.
Recognizing the evolving needs of businesses, he transitioned into the world of startups and took on key HR leadership roles at CoWorks, Meesho, and Teachmint. These experiences allowed him to blend corporate HR strategies with the agility required in fast-paced, high-growth environments. His work in EdTech, manufacturing, IT, and product-based companies further solidified his reputation as a versatile and forward-thinking HR leader.
The Growing Demand for HR Advisory Services in India
India’s business ecosystem is experiencing a surge in HR advisory services, driven by the increasing need for specialized, cost-effective solutions. Companies, especially startups and SMEs, are recognizing the value of strategic HR leadership without the overhead of a full-time CHRO.
Farhan has been instrumental in shaping this trend, offering fractional HR leadership to businesses seeking expert guidance.
The HR advisory landscape in India is expanding across five critical areas:
- Regulatory Compliance: Ensuring businesses adhere to labor laws, minimizing legal risks
- Compensation & Benefits: Designing competitive salary structures and incentives to attract and retain top talent.
- Workplace Planning & Tenant Equation: Developing efficient workforce structures aligned with business goals.
- Employee Engagement & Retention: Creating a culture of motivation and loyalty to reduce attrition.
- HR Digital Transformation & Gig Economy: Implementing HR tech solutions and adapting to the evolving gig workforce.
The Role of Mentorship in HR Leadership
For Farhan Ahmed Hazarika, mentorship is a natural and continuous process that influences careers and industries. He believes that people often find mentors organically, whether in their personal lives, among friends, or in the workplace.
“Mentorship is a natural process. We knowingly or unknowingly end up getting mentored or we choose our mentors by ourselves. It could be in personal life, within family, among friends, or at the workplace—100%,” says Farhan Ahmed Hazarika.
He emphasizes that mentorship is not confined to hierarchical relationships. While managers can act as mentors, valuable learning often comes from diverse interactions. It’s not necessarily important that only your manager can be your mentor. You could just pick up the phone and talk to someone—even from another company—and gain valuable insights, he adds.
As businesses continue to evolve, so does the need for knowledge-sharing. The mentor-mentee model is not just relevant today—it is timeless. Mentorship will exist not only in this industry but as long as the human race continues. The model will keep continuing. And yes, it’s super critical, Farhan affirms, highlighting the model’s lasting impact on professional growth and organizational success.
The Evolving Role of HR Leaders
Farhan Ahmed Hazarika believes that HR leadership has undergone a significant transformation. “Gone are the days where they are transitioning leaders. I think they’re shifting gears to become thought leaders. They’re shifting gears to become revenue leaders as well,” he explains.
He emphasizes that HR leaders now play a crucial role in business decision-making. “A lot is in the decision-making of the HR leader, right? A penny saved is a penny earned is also very important,” he notes.
The Power of Culture in Organizational Success
For Farhan, the biggest challenge he has encountered throughout his journey has been adapting to different workplace cultures. Having transitioned across industries—from IT to manufacturing to startups—he has experienced firsthand how culture can shape an organization. “Culture is the most difficult thing for an organization, right? Culture can also make or break,” he says.
He believes that HR leaders play a critical role in shaping company culture. “They take care of the most important asset of any company—that is people. I think they can make or break organizations. If HR leaders have been able to put the right foundation to build the right culture, I think the organizations have grown really good.”
Reflecting on successful companies, Farhan Ahmed Hazarika highlights Apple, Google, Amazon, Flipkart, and Meesho—where he previously worked—as examples of businesses that have thrived due to strong HR foundations. “Meesho itself, where I worked, has an amazing culture. That’s where we did some great foundation work to build this culture,” he shares.
The Future of HR Leadership in India
As businesses continue to evolve, the role of HR leaders like Farhan will become even more critical. The shift toward digital HR solutions, the gig economy, and data-driven decision-making will redefine how companies manage their workforce. Farhan’s approach—combining strategic advisory with hands-on implementation—positions him as a key player in shaping the future of HR in India.
With a commitment to driving HR excellence, Farhan is not just influencing the present—he is building the future of human resources where HR leaders transcend traditional boundaries, driving culture, strategy, and long-term business success.
The Strategic Power of HR Advisory and Why It Matters
1. Shield Your Business:
- Navigate Legal Minefields: Expert guidance on complex labor laws, ensuring global compliance.
- Minimize Costly Risks: Prevent legal errors in contracts, taxes, and employee classification.
2. Attract & Retain Top Talent:
- Competitive Pay & Perks: Benchmark salaries and design compelling benefits packages.
- Strategic Hiring: Source high-performing candidates with industry-specific expertise.
- Build Inclusive Teams: Implement DEI-focused hiring for a diverse and vibrant workforce.
3. Boost Employee Engagement:
- Maximize Workplace Satisfaction: Develop programs to enhance morale and reduce turnover.
- Cultivate Future Leaders: Implement leadership development and succession planning.
4. Drive Digital HR:
- Optimize HR Tech: Integrate AI-driven recruitment, talent analytics, and performance tracking for efficiency.
The Future of HR Advisory: What’s Next?
- Gig Power: On-demand HR expertise for a flexible workforce
- AI Revolution: HR driven by smart tech and automation
- Compliance Shield: Expert guidance to navigate complex rules
- Remote Ready: New HR strategies for the modern workplace
