Organizational structure
Management levels, reporting lines, duplicated functions, areas of responsibility, management gaps and span of control.
Flagship service
HR audit for businesses
A comprehensive review of the company's HR system in terms of its impact on business performance, costs and control.
An HR audit is needed when a company is growing, changing or running into people-management problems whose causes are not obvious.
High payroll, turnover, a constant shortage of staff, weak managers, duplicated functions, opaque bonuses or an overloaded HR team are often not separate problems but the result of gaps in the system.
Discuss an auditThe main value
An HR audit doesn't answer "what is going on with HR?" It answers the owner's three questions
- 1Where are we losing money and efficiency through people and organization?
- 2What needs to change?
- 3How do we do it in stages, and what result should the business get?
My job is to show the owner and management the real picture, identify where the business loses money and efficiency through HR processes, and propose a concrete change plan.
What it covers
12 areas of diagnostics
I look at HR as a system: every block affects costs, productivity and control.
Headcount and payroll
Workforce structure, headcount trends, payroll and its components, cost of personnel, headcount against workload, room for optimization.
Pay and incentives
Base salaries, bonuses, KPIs, allowances, internal imbalances, pay competitiveness and the link between reward and results.
HR function
HR team structure, allocation of responsibilities, workload, competencies and how well the HR function fits the business's current tasks.
Recruitment
Hiring funnel, time to fill, quality of hire, candidate sources, reasons for rejection and cost of attraction.
Turnover and retention
Reasons for leaving, turnover by department and category, early turnover, problem managers and departments.
Onboarding
The new-hire process, probation period, mentoring, tracking results and why employees are lost in the first months.
Performance Management
Goal setting, KPIs, performance evaluation, the link between employee goals and the results of the department and the business.
Learning and development
Training system, competency matrices, management development, mentoring, talent pool and the return on training spend.
HR analytics
Which metrics management receives, how reliable they are and whether they support management decisions.
HR processes
Key processes and documents, allocation of responsibilities, potential labor and organizational risks.
Automation
Level of automation of HR and personnel processes, manual operations, data quality, capabilities of 1C:ZUP, HRM, ATS, LMS and BI.
Result
What the company gets
Not just a report on "what is wrong" but a practical plan for transforming the HR system.
- 1
HR Health Check
An assessment of the current state of the main HR areas and the maturity of the HR function.
- 2
Map of problems and risks
What is holding the company back today, inflating payroll, reducing productivity or creating risks.
- 3
Map of financial impact points
Where excess costs can be cut, productivity raised, turnover reduced or headcount optimized.
- 4
Target HR model
What the HR function and key HR processes should look like given the company's scale and strategy.
- 5
Change priorities
What to fix immediately, what to do within 3–6 months, and what to leave for the next stage.
- 6
3–12 month roadmap
Specific projects, stages, deadlines, owners and expected results.
Who it is for
Especially useful for companies that
- Have grown fast or are scaling
- Are going through restructuring
- Have a headcount of several hundred or more
- Want to reduce or take control of payroll
- Are facing high turnover
- Are planning HR automation
- Realize the HR system no longer matches the company's scale
Let's discuss an audit of your company
Leave your contact details and I will get in touch within a day. I'll ask a couple of questions about the company and tell you where I would start. The first consultation is free of obligation.