An HR audit is useless if it ships an 80-page deck no one reads. Our 4-phase method — diagnosis, prioritisation, actionable recommendations, implementation plan — targets an operational deliverable, not an academic report.
The 4 phases #
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Diagnosis (weeks 1-2) #
Interviews with execs, HR, managers, employee sample. Review of processes, documents, KPIs. Sector benchmark.
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Prioritisation (week 3) #
Ranking workshop with leadership: which initiatives have the most impact / the least friction? Impact / effort matrix.
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Recommendations (weeks 4-5) #
For each priority: goal, steps, resources, KPIs, risks, alternatives. No “you should”, only “how”.
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Implementation plan (week 6) #
12-month roadmap, governance, budget, first 30-day actions. Exec readout.
Domains covered #
| Domain | Key indicators |
|---|---|
| Recruitment | Time-to-hire, quality of hire, cost per hire |
| Onboarding | Probation pass rate, D90 satisfaction |
| Performance | Cycle coverage, calibration, rating-perf gap |
| Compensation | Competitiveness, equity, payroll mass |
| Engagement | eNPS, attrition, satisfaction |
| Compliance | GDPR, labour law, agreements |
| Tools & processes | Digital coverage, redundancy, tech debt |
FAQ #
How long does a full audit take?
6 weeks on average for 50-500 employees. 8-10 weeks for orgs > 500.
Who’s on the team?
A senior consultant + an analyst, plus on-demand expertise (payroll, legal, change) per topic.
Confidentiality?
Mutual NDA signed before kick-off. Full anonymisation of verbatims in deliverables.
And after the audit?
You decide. Many clients move on to an Illizeo deployment support engagement or a focused mandate on a single initiative.
See GDPR/HRIS compliance audit #
Learn how to structure a compliance audit.
