HR Audits and Assessments
In today’s competitive, litigious landscape, organizations cannot afford to forgo conducting an HR audit. HR audits can focus on staffing, regulatory compliance, cost savings, organizational objectives or other human resources issues. Human resources audits should be performed regularly to avoid costly legal disputes and government fines. These HR audits and HR assessments are particularly valuable after significant changes in an organization, such as a restructuring, an expansion or a reduction-in-force.
We are prepared to assist you with all your Human Resource Audit needs to ensure that your organization is in compliance with local, state, and federal laws, and to also ensure that the best practices in human resource management are being used. An HR Audit is a comprehensive and in-depth analysis of strengths and weaknesses and shows where improvements may be needed.
Conducting an HR Audit involves a review of all your HR operations and systems, as well as practices, policies, and procedures, and may include bench-marking against organizations of similar size and/or industry.
High Profile Services, LLC, can offer your community a comprehensive package of services to help ensure that your HR system, associated policies, practices and approach are contemporary and maintained in compliance with all local, state and federal regulations. .
High Profile Professional Services', well-regarded human resources consultants will conduct an HR audit to:
- Assess whether your organization is in compliance with applicable federal, state and local laws and regulations, including the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), Occupational Safety and Health Administration (OSHA) requirements and provisions of the National Labor Relations Board (NLRB).
- Compare your organization’s HR procedures and practices (e.g., benefits and compensation) with those of other successful organizations in the market to help assess competitiveness;
- Evaluate HR processes (e.g., recruitment, performance management and severance) to make sure they support your organization’s business plan; and
- Focus on specific HR functions (e.g., employee handbooks and communications, training and leadership development, and succession planning) to make sure they support your organization’s short- and long-term goals.