HR Audit & Best Practices Review
An HR audit is an expert look at how your St. Petersburg or Tampa Bay company actually hires, pays, manages and retains people: where you're exposed, where you're wasting effort, and what to fix first. It goes beyond compliance to the practices that decide whether good people stay. Built for owners of 5 to 100 employee companies who want a clear-eyed assessment and a plan they can act on.
- employees
- 5–100
- typical assessment
- 3–4 wks
- on-site and remote
- Tampa Bay
You probably need this if…
Built for small businesses and other Tampa Bay employers of 5 to 100 people. HR for small businesses →
- 01
You've grown fast and HR is a pile of habits nobody has ever looked at as a whole.
- 02
Turnover is higher than it should be and you're not sure why.
- 03
Job descriptions, pay bands and reviews exist in theory, not in practice.
- 04
You're about to sell, take investment, or hire a real HR person and want to know what they'll find.
The whole picture, then a plan.
Scope adjusts to your size and situation — this is the standard engagement.
- HR gap analysis and scorecard across hiring, pay, management and retention
- Job descriptions and pay structure review
- Performance management and review process
- Onboarding and offboarding checklists
- Compliance baseline as part of the assessment
- Prioritized 12-month action plan
Four steps, about a month.
- 01
Discovery call
What's working, what isn't, and what prompted the call. I also ask what you'd change if HR were easy.
- 02
Assess
Documents, pay data, files, and short conversations with the people who run HR day to day, on-site where I can.
- 03
Scorecard
A written assessment across every HR function, rated, with the gaps that matter most called out plainly.
- 04
Plan and implement
A 12-month action plan in priority order, and help implementing it if you want me to stay involved.
“Sarah has been an incredible resource to me for my clients. She is professional, knowledgeable, timely and, most importantly, cost effective. She is my Human Resource strategic partner.”
How is an HR audit different from a compliance review?
A compliance review asks whether you're following the law. An HR audit asks that plus whether your hiring, pay, management and retention practices are actually working. Compliance is one section of the audit.
What do we get at the end?
A written scorecard across every HR function, the specific gaps ranked by risk and impact, and a 12-month plan in priority order. Most clients also ask me to help implement it.
Can you do this before a sale or investment?
Yes. Buyers and investors look at HR in diligence. An assessment beforehand tells you what they'll find and gives you time to fix it.
How much of your time does it take from us?
A few hours of the owner's time and a few from whoever handles HR day to day, spread over three to four weeks. I do the rest.
Do you assess nonprofits and startups too?
Yes. The functions are the same; the risks differ. Nonprofits get a look at grant-funded roles and volunteers, startups at contractor classification and equity paperwork.
Often paired with this.
Want a clear-eyed look at your HR?
Call, or send a message — whichever is easier.