Top 10 Essential Questions for a Comprehensive HR Audit
Published by
Jason Wood
on
Why Questions Drive Better Outcomes
A successful HR audit isn’t just about reviewing documents and checking compliance boxes—it’s about asking the right questions. These questions help uncover blind spots, clarify policies, and ensure your HR practices are aligned with both legal requirements and business goals. By approaching the audit with curiosity and a diagnostic mindset, organizations gain deeper insight into how well their people systems are functioning.
The 10 Essential HR Audit Questions
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Are we compliant with federal, state, and local labor laws? Regulations change frequently. An audit should verify your policies are up-to-date and your practices align with legal requirements.
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Are employee files complete, secure, and legally compliant? Incomplete or improperly stored files can become liabilities during legal proceedings or agency audits.
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Is our employee handbook current and enforced? The handbook should reflect both current law and internal values. It should also be consistently communicated and applied.
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Are our compensation and benefits programs equitable and competitive? Disparities in pay or outdated benefits packages can lead to retention issues and legal exposure.
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Do job descriptions accurately reflect roles and responsibilities? Clear, up-to-date job descriptions are vital for recruitment, performance management, and legal protection.
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Is our onboarding process compliant and effective? Proper onboarding ensures new hires complete required forms, understand policies, and feel welcomed.
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Are we documenting performance and disciplinary actions correctly? Well-documented feedback ensures fairness and creates a record in case of disputes.
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Are we tracking all mandatory training and certifications? This includes harassment prevention, safety protocols, and industry-specific compliance training.
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Are we managing leaves of absence lawfully and compassionately? Compliance with FMLA, ADA, and state leave laws is essential, but so is the employee experience.
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Do we monitor and act on HR metrics and trends? Turnover rates, engagement scores, and time-to-fill metrics can help identify improvement areas.
Using Questions to Drive Change
These ten questions don’t just help you assess compliance—they can catalyze change. Use them to guide conversations with leadership, prioritize audit follow-ups, and build a more strategic HR roadmap. The more thoughtful your questions, the more valuable your audit becomes.
Why 29Bison?
Choosing the right partner for HR due diligence and integration is critical to the success of any transaction, and 29Bison offers unmatched expertise and support in navigating these complexities. With a people-first approach, we go beyond traditional due diligence to address not only workforce-related risks but also opportunities that drive long-term value creation. Our comprehensive HR due diligence services uncover hidden risks, optimize workforce strategies, and identify synergies that align with your strategic objectives. Post-transaction, we provide tailored HR integration solutions designed to foster a seamless transition, retain key talent, and build a cohesive organizational culture that supports sustainable growth. And finally, 29Bison’s Fractional HR Operating Partner service provides private equity firms with strategic, high-impact HR leadership, driving value creation, talent optimization, and seamless workforce integration across portfolio companies,
At 29Bison, we’re more than human capital consultants—we’re partners invested in helping you achieve your vision by maximizing the potential of your most valuable asset: your people. Let us help you turn challenges into opportunities and create a solid foundation for success. Reach out today to learn how we can support your HR diligence and integration needs.