Case Study – HR audit for a petrochemical services firm
We are frequently asked by clients to perform an HR audit of their organization’s Human Resources function. There are several reasons to perform an HR audit:
- Management wishes to know how effective and efficient the Human Resources function and staff are;
- There is no current formal Human Resources department and management wishes to know what their baseline is before adding one;
- There will be a transition of Human Resources staff or leadership and management wants to ensure the department is in good shape before new department employees are hired.
Our Human Resources Operations Review covers all HR functions and disciplines. We perform a detailed review of your organization’s:
- Talent Acquisition [staffing, sourcing, screening, selection, hiring, and retention practices and strategies]
- Compensation and Benefits [compensation policy and philosophy; salary grade system; job descriptions; benefits enrollment process; plan documents and summary plan descriptions]
- Employee and Labor Relations [employee handbook; communication programs; issues resolution; discipline; recognition/special programs]
- Performance Management [performance review process; corrective action; coaching]
- Succession Planning [succession planning process; individual and department development plans]
- Training, Development, and Orientation [training and development programs; orientation and on-boarding process]
- Legal and Regulatory Compliance [FLSA; FMLA; EEOC; Workers’ Compensation; ACA; ERISA; required postings]
- Recordkeeping, Administration, and Systems [personnel files; medical files; HRIS and payroll system, etc.]
We conducted a Human Resources Operations Review for our client, a petrochemical services firm in Long Beach, California. To perform our work we spent several days on-site reviewing HR processes, documentation, and compliance. We interviewed Human Resources staff and those deemed key customers of the HR function: line management, Finance, Safety, and other departments. Conducting a perception analysis of those who use HR services is important for ensuring that Human Resources is acting as a true business partner and meeting their needs.
Our project partner was the Chief Financial Officer. He said:
OA was recommended to us by one of our other partners that provide HR services to us. We were grappling with whether we had set up our Human Resources function correctly to meet the needs of our growing business that now had locations in several states.
We had developed out Human Resources department out of our Payroll function. While we were sure our administrative processes for orienting, onboarding, and getting new employees set up for pay and benefits worked well, we were not sure the function was adding more value than that.
OA spent nearly a week onsite in our offices, learning our business, understanding the current Human Resources function, and meeting with key management and staff who interact with Human Resources or receive services from them. They provided a very thorough report and an action plan that we were able to implement immediately. This helped us improve the Human Resources function and better meet the needs of our employees.
Want to learn more? Other Human Resources Operations Reviews can be found here, and other client success stories here. This is just one of the many services we offer as part of our Human Resources Consulting practice.
If you think it’s time to ensure your Human Resources activities are efficient, effective, and meeting the needs of your organization’s internal customers, contact us!