the hghr audit
know where you stand. we’ll build what’s next.
the risks you don’t see are still risks.
most companies find out about an hr problem after it has already become a legal one. we find the gaps first and give you a plan for what to fix.
schedule an hr audit consultation →
why it matters
most companies don’t know what they don’t know.
some hr problems are obvious. others sit in a personnel file, a pay practice, or a manager’s habits until they show up as a claim, a resignation, or a decision the ceo has to make in a hurry.
here’s what we find most often in growing companies:
missing employment paperwork · discipline that varies by manager · overtime and classification questions · no real investigation process · no succession plan · onboarding that depends on who’s doing it · unclear manager responsibilities · old policies · clunky hr systems · fuzzy performance expectations
$660m
secured by the eeoc for workers who reported discrimination.
91,503
new discrimination charges filed with the eeoc.
$259m
in back wages recovered by the department of labor for nearly 177,000 workers.
national totals, not what any single company should expect. sources: eeoc fy 2025 annual performance report; u.s. department of labor, wage and hour division, jan. 2026.
this goes past a compliance checklist. for each area we ask what it means for the business: risk, cost, time, and whether it will hold up as you grow.
01
employment practices + risk
- policies
- employee classification
- wage + hour practices
- employment documentation
- i-9s
- leave
- terminations
- investigations
- multi-state rules
02
hr infrastructure
- hr systems
- employee records
- onboarding + offboarding
- admin workflows
- who owns what
- consistency
- reporting
03
leadership + management
- manager accountability
- leadership capability
- how issues escalate
- performance conversations
- documentation habits
- decision rights
04
organizational effectiveness
- role clarity
- org structure
- right people, right seats
- succession
- workforce planning
- readiness to grow
05
talent + performance
- performance management
- compensation
- retention
- development
- recruiting + hiring
- manager effectiveness
what it means for the business
every finding ties back to something you already care about.
reduce risk
you’ll know where the exposure is and how serious it is, so you can fix it on your schedule.
save leadership time
which issues keep landing on the executive team, and why.
improve performance
where unclear roles or untrained managers are slowing the work down.
streamline operations
the workarounds and one-off decisions that eat up time.
build for growth
what needs to be in place before the next 50 hires, the next location, or the next leadership change.
how it works
- i.
a first conversation
we talk about your company and what’s on your mind, and agree on how deep to go.
- ii.
conversations with leadership
we talk with leaders and key managers about how things actually work day to day.
- iii.
document + systems review
we go through your policies, records, processes, and tools.
- iv.
findings + roadmap
we walk you through what we found, what it means, and what to do first.
what you get
a findings summary.
risks, ranked.
prioritized recommendations.
an action roadmap.
an executive presentation.
we offer a focused audit for priority risks and gaps, and a comprehensive audit that also covers leadership, structure, and systems.
deliverables depend on the scope you choose.
it’s time for an audit if
- you’ve grown fast on informal hr
- a leadership change, acquisition, or new market is coming
- your office manager or ceo is handling hr
- your handbook is more than two years old
- managers handle discipline and terminations on their own
- you have employees in more than one state
- something feels off and you want it named
know where you stand. we’ll take it from there.
start with a conversation. we’ll learn about your company and recommend the right scope before anything begins.
schedule an hr audit consultation →