LIVE HR- Case Solving Workshop
You Know HR.
But Can You Handle HR?
A live case-solving lab for early-career HR professionals who want to get better at making real HR decisions — not just knowing HR concepts.
“I want this employee terminated tomorrow. Please handle it.”
Have a question in mind -> write to me
Real HR rarely looks like a textbook.
You may know what a PIP is. What employee engagement means. What the policy says. Then the actual situation walks in, and the chapter title isn't much use.
Performance Management.
“He hasn't performed in months. I don't want another discussion. I just want him out.”
Employee Relations.
“My manager only gives opportunities to his favourites. I want HR to take action.”
Leave Policy.
“I know it wasn't approved, but it was an emergency. You can't call this misconduct.”
Recruitment.
“The candidate accepted, resigned from their current company, and is now asking for 30% more.”
Here's how a case actually runs.
Not a lecture. Not a correct-answer reveal. A working session — the way the decision actually gets made.
You decide first
You're given the situation as it would actually arrive — messy, incomplete, urgent. You decide what HR does next, before I say a word.
We take it apart
What's missing. What you assumed. What risk you didn't see. What should — and shouldn't — be documented, and why.
You leave with the muscle
Not a memorised answer. A way of thinking you can carry into the next situation, whatever shape it takes.
Some of what we may work through.
Six situations. No neat chapter tells you what to say next.
“I want this employee terminated tomorrow.”
A manager asks HR for immediate termination over poor performance. What should HR establish before saying yes — or no?
“My manager is targeting me.”
A grievance, a performance issue, a manager problem — or something else entirely? Where does HR even start?
“I'm not signing this PIP.”
An employee refuses to acknowledge the plan and challenges the process outright. What happens now?
“Make an exception. He's my best employee.”
A leader wants HR to bend policy for a high performer. Would you allow it — and what precedent does your answer set?
“She complained right after the negative feedback.”
A performance concern, a grievance, and a retaliation risk — all at once. Which one does HR handle first?
“Please don't document this.”
A manager wants HR's help, off the record. What does HR actually do here?
* Actual cases used in the live session may vary.
Who this is built for.
- You're working in HR, recruitment, HR operations, talent acquisition, people ops, or an admin+HR role
- You're roughly 6 months–2 years into your career
- You understand the concepts but still hesitate when asked to handle something on your own
- You frequently find yourself asking a senior, “what should I do here?”
- You've noticed that knowing HR terms and handling people confidently are two different skills
- A placement program or a job guarantee
- An HR certification required by employers
- An HR-from-scratch course for absolute beginners
- A universal script that works in every company
- A lecture on definitions you can already find for free
You won't leave knowing every answer. You'll leave asking better questions.
What don't I know yet?
What am I assuming?
What's the actual issue here?
What evidence do I need?
Whose perspective is missing?
What should be documented?
Varsha Kadyan
Years spent inside real employee situations, managers, policies, performance calls and business decisions — the part of HR where there usually isn't a neat multiple-choice answer waiting for you. That's exactly what this room is built around: not another lecture, but a space where you actually practise thinking like HR.
“One situation. Several HR professionals. Several different answers — and that's not a problem. The real conversation starts the moment someone says, ‘I'd do this,’ and we ask why.”
This isn't built to be watched passively in another browser tab. Seats are kept limited on purpose — enough people in the room to see different approaches to the same case, small enough that we can actually discuss why each person chose theirs.
Reserve your seat.
FOUNDING BATCH
Seats close once the founding batch fills.
Frequently asked questions.
You don't need another definition of HR.
You need somewhere to practise the decision before the stakes are real.