Full Human Resources (HR) audit

We are looking for an experienced Freelance Human Resources Auditor to conduct a comprehensive audit of HR policies, procedures, documentation and systems. The project involves a thorough review of the HR department in a UK-based manufacturing company with 50 employees.

Job Responsibilities:
1. Conduct a full-scale audit of HR policies, procedures, documentation, and systems.
2. Ensure compliance with employment laws.
3. Review hiring processes, employee onboarding and offboarding procedures, performance review methods, and employee training programs.
4. Evaluate the effectiveness and legality of compensation, benefits, and recognition programs.
5. Identify areas of potential risk or non-compliance.
6. Provide a comprehensive report outlining findings, recommendations for improvement, and a roadmap to implement these improvements.
7. Please see the full outline of the audit below

Qualifications:
1. FCIPD qualified or extensive HR experience
2. Extensive knowledge of HR policies, procedures, and best practices.
3. Comprehensive understanding of employment laws.
4. Excellent written and verbal communication skills.
5. Exceptional analytical and problem-solving skills.
6. Ability to work independently and maintain confidentiality.
7. Indemnity insurance

Proposal Requirements:
Interested candidates should provide:
1. A cover letter detailing your suitability for this project.
2. A comprehensive proposal outlining your approach to the project. This should include:
• The methodologies and tools you will use for the audit.
• A proposed timeline breaking down the various stages of the project and anticipated completion dates.
• A detailed cost estimate and payment terms, providing clear breakdown of how your budget allocation will cover the entirety of the project.
3. Examples of past HR auditing projects you have completed, with brief descriptions of the outcomes.

Outline of the audit
Step 1: Pre-Audit Briefing
– Schedule a meeting with the company’s leadership.
– Clearly communicate the purpose, scope, and potential outcomes of the HR audit.
– Answer any questions they may have and gain their agreement to proceed.

Step 2: Gather Documentation
– Request all relevant HR documentation.
– This includes contracts, employee handbooks, policies, procedures, training materials, and records of past HR incidents.
– Also request information on current data handling processes.

Step 3: Review Employment Contracts
– Review each contract in detail.
– Look for compliance with UK employment laws regarding wages, work hours, holiday entitlement, and sick leave policies.
– Identify any outdated or non-compliant terms.

Step 4: Evaluate HR Policies and Procedures
– Assess all HR policies and procedures.
– Check for adherence to UK employment laws on discrimination, health and safety, whistleblowing, and grievance procedures.
– Highlight any policies that need updating or are missing.

Step 5: Analyse Recruitment Process
– Review job advertisements, descriptions, application forms, and interview procedures.
– Ensure all stages of the process are unbiased, fair, and non-discriminatory.
– Recommend changes where necessary to ensure compliance.

Step 6: Inspect Pay and Benefits
– Confirm that all employees are paid at least the minimum wage.
– Check for pay equity across roles and genders.
– Review benefit schemes and ensure they’re fairly distributed.

Step 7: Review Training and Development
– Check training records to confirm all employees have received required health and safety training.
– Also confirm that all employees have equal access to career development opportunities.

Step 8: GDPR Compliance Check
– Review how personal data is collected, stored, used, and deleted.
– Confirm there are proper security measures in place to protect data.
– Check that the company is gaining necessary consent for data collection and use.

Step 9: GDPR Training Review
– Check that all employees have been trained in GDPR compliance.
– This is particularly important for those who handle sensitive personal data.

Step 10: Develop an Action Plan
– Based on your findings, outline a detailed plan for improving compliance and updating HR practices.
– Include specific actions, who is responsible for each, and a timeline.

Step 11: Present Findings
– Arrange a meeting with the company’s leadership to present your findings and your action plan.
– Emphasize the legal and financial implications of non-compliance and the benefits of addressing the identified issues.

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Website: ogmahr.co.uk