GCC as a Service
Build Operate Transfer(BOT) Model
Managed Teams
Launching First GCC
in India
A mid-sized pharmaceutical firm, with operations across India, initiated the setup of its first Global Capability Center (GCC) to support regional expansion. The objective was to establish a structure that balances cost efficiency, operational control, and regulatory alignment. With a clearly defined execution roadmap, the GCC was set up and made operational within a short time frame.
Key Takeaways
Early clarity on structure and compliance sets the foundation for execution
Hiring plans must balance cost discipline with capability requirements
Strong governance and reporting frameworks shape long-term performance
Executive Summary
The company established its first GCC to support regional growth, with a focus on cost, control, and compliance. A structured approach enabled timely execution and a smooth go-live, avoiding delays typically seen in first-time setups.
Problem Statement and Key Challenges Faced
Market Entry Clarity
The company lacked a defined approach to structuring its GCC in India. Key gaps included legal setup, regulatory positioning, operating model design, and selecting the right city based on infrastructure maturity and cost dynamics across Tier 1 and Tier 2 locations.
Talent Acquisition Pressure
Securing skilled talent within defined budget constraints was a key concern. There was also a need to align hiring with future scalability rather than immediate requirements alone.
Operational Setup Gaps
The absence of structured workflows, reporting lines, and internal controls created risks around execution consistency, accountability, and performance tracking.
Compliance and Governance Risk
Limited visibility on local regulatory requirements, tax structures, and reporting obligations increased the risk of delays and non-compliance during the setup phase.
How We Helped
Entity Structuring
Defined an appropriate GCC structure aligned with Indian regulations and business objectives. The setup was executed under a Build-Operate-Transfer (BOT) model, establishing a compliant foundation before transition.
Talent Strategy Setup
Developed a phased hiring roadmap with clear role definitions and cost alignment. Recruitment and team formation were managed during the operate phase, followed by a structured handover.
Process and Workflow Design
Designed reporting frameworks, SOPs, and operational workflows within the BOT structure. Initial execution and management were handled by our team, with a gradual transition to the client.
Compliance Framework
Established tax, payroll, and regulatory processes aligned with local requirements from day one. Compliance was managed during the initial phase, with documented controls and processes transferred to the client.
Results at a Glance
Conclusion
What stood out for the client was how quickly clarity translated into execution. Once the structure, workflows, and compliance were defined upfront, decisions that earlier felt uncertain became straightforward and faster to act on.
The biggest shift came from the BOT approach, where running the operations before handover removed trial-and-error during transition. This gave the client a fully functional setup, not just a plan, allowing them to take control with confidence from day one.
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