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FIXED FEE · STANDALONE AUDIT

HR Health Check

A clear, expert-led review of your HR foundations.

FIXED FEE · STANDALONE AUDIT

HR Health Check

A clear, expert-led review of your HR foundations.

Clarity, compliance, and confidence

The HR Health Check™ is a standalone audit of your current HR setup. We review your contracts, policies, remuneration, recruitment and onboarding processes, systems, and compliance against current legislation and awards.

This identifies where things are working, where there are gaps or risk, and what needs to be addressed first so you can make clear, informed decisions about your HR, rather than reacting when issues arise.

Clarity, compliance,

and confidence

The HR Health Check™ is a standalone audit of your current HR setup. We review your contracts, policies, remuneration, recruitment and onboarding processes, systems, and compliance against current legislation and awards.

This identifies where things are working, where there are gaps or risk, and what needs to be addressed first so you can make clear, informed decisions about your HR, rather than reacting when issues arise.

What We Review

The HR Health Check™ looks at the parts of your HR setup that most commonly create risk, confusion, or inefficiency as organisations grow.

PEOPLE & STRUCTURE

Organisational structure and reporting lines

Position descriptions and role clarity

Employment contracts across all employment types

Use of contractors and engagement arrangements

Why this matters: unclear roles, outdated contracts, and incorrect engagement models are a frequent source of disputes and compliance risk.

Pay, Awards & Compliance

Award coverage and classification alignment

Salary and wage structures

Allowances, loadings, and minimum conditions

Alignment with current Fair Work legislation

Why this matters: underpayment risk often comes from small, compounding issues, not deliberate decisions.

Recruitment & Onboarding

How roles are scoped and recruited

Whether recruitment processes are consistent and documented

Onboarding practices and early-stage compliance

Gaps that impact retention or performance

Why this matters: poor recruitment and onboarding is expensive, time-consuming, and avoidable with the right foundations.

Policies & Procedures

Core HR policies (including Code of Conduct)

Currency, consistency, and accessibility of documents

Whether policies align with how the organisation actually operates

Decision-making frameworks, where applicable

Why this matters: policies only protect you if they’re current, relevant, and understood.

Systems & HR Administration

HRIS usage (if applicable)

How employee data, leave, and payroll are managed

Gaps between systems, documentation, and practice

Why this matters: fragmented systems create admin burden, errors, and compliance blind spots.

What We Review

The HR Health Check™ looks at the parts of your HR setup that most commonly create risk, confusion, or inefficiency as organisations grow.

PEOPLE & STRUCTURE

Organisational structure and reporting lines

Position descriptions and role clarity

Employment contracts across all employment types

Use of contractors and engagement arrangements

Why this matters: unclear roles, outdated contracts, and incorrect engagement models are a frequent source of disputes and compliance risk.

Pay, Awards & Compliance

Award coverage and classification alignment

Salary and wage structures

Allowances, loadings, and minimum conditions

Alignment with current Fair Work legislation

Why this matters: underpayment risk often comes from small, compounding issues, not deliberate decisions.

Recruitment & Onboarding

How roles are scoped and recruited

Whether recruitment processes are consistent and documented

Onboarding practices and early-stage compliance

Gaps that impact retention or performance

Why this matters: poor recruitment and onboarding is expensive, time-consuming, and avoidable with the right foundations.

Policies & Procedures

Core HR policies (including Code of Conduct)

Currency, consistency, and accessibility of documents

Whether policies align with how the organisation actually operates

Decision-making frameworks, where applicable

Why this matters: policies only protect you if they’re current, relevant, and understood.

Systems & HR Administration

HRIS usage (if applicable)

How employee data, leave, and payroll are managed

Gaps between systems, documentation, and practice

Why this matters: fragmented systems create admin burden, errors, and compliance blind spots.

What You’ll Receive

At the end of the HR Health Check™, you’ll receive a detailed audit report tailored to your organisation, not a generic checklist.

Your report will clearly outline:

What’s working well

Areas where your HR foundations are compliant, appropriate, and fit for purpose.

Where there are gaps or risk

Including outdated documents, misalignment with awards or legislation, unclear processes, or inconsistent practices.

Prioritised recommendations

A clear breakdown of what needs to be addressed now, what can be scheduled next, and what can wait, with reasoning behind each recommendation.

Practical next steps

So you can move forward confidently, whether you choose to action changes internally or seek further support.

The aim is simple: to give you clarity and direction, so you’re not guessing, reacting, or fixing things under pressure later.

HR Health Check

To efficiently and effectively complete the SHE HR Consulting HR Health Check, we will require additional information from your organisation. The following survey will take approximately 15-20 minutes, and will ask for information relating to your:

People
Recruitment
Policies & Procedures

To ensure your information is captured correctly, please complete this form in one session. Progress cannot be saved if you leave partway through.

Some questions will ask for your information to be uploaded and saved by SHE HR Consulting. Please upload your documents in these sections as they will support us in successfully auditing your organisation.

If you have any questions regarding this survey or our audit process, please email [email protected] and our team will be able to support you.

Thank you for providing the information needed for our HR Health Check; we look forward to working with you.

SHE HR Consulting

First Name *

Last Name *

Email *

Phone

Business / Organisation

People

People are at the core of all HR functions. As such, this section will require the most level of attention and detail for this survey.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Organisational Chart

The structure of your organisation.

Please supply an up-to-date copy of your organisational chart here.

Please supply up-to-date copies of 1-5 Position Descriptions here

Describe your current staff size (all employee types).

Board

The body of directors whom are responsible for making

decisions in your business/organisation.

Does your business/organisation report to a board?

Yes

No

I don't know

If yes, please describe the current makeup of your board.

What level of reporting do you make to your board?

Employee Contracts

The legal documentation for all employees who engage

in work with your business/organisation.

Please provide copies of your current employee contracts (this may include full time, part time, casual, fixed-term and max-term contracts) here.

Employee Remuneration

Payment to all who engage in work as an employee

for your organisation/business.

Are you aware of the award/s that your employees are on? If so, please list the relevant award/s below.

If you have employees on multiple awards, please indicate which employees are on which awards. If all employees are on the one award, please skip this question.

Please provide the salary information of your current full time and part time employees here.

Please provide the casual remuneration rates for your casual employees here.

Please provide the remuneration rates for any other staff (if applicable) here.

Employee Benefits

The additional benefits to employees outside

a salary or casual wage.

Do you provide any employee benefits, outside the NES and award entitlements?

Yes

No

I don't know

If yes, please provide the details of these benefits.

Employee Diversity

The diverse makeup of your employees.

Please provide information on the gender split of your business/organisation.

Please provide information on cultural representation within your business/organisation.

Do you have any employees who identify as living with a disability?

Yes

No

I don't know

If yes, please detail how many.

Do you have any employees who identify as Aboriginal or Torres Strait Islander?

Yes

No

I don't know

If yes, please detail how many employees identify as Aboriginal or Torres Strait Islander.

Contractors

External individuals or businesses engaged to perform work but they are not employed directly by your organisation.

Do you currently engage contractors for work?

Yes

No

I don't know

If yes, what is the typical working arrangement of these contractors (select all that apply):

Ad hoc work as required

A set amount of work for a fixed period of time

Regular pattern of hours over a regular pattern of days

If you do engage contractors for work, please upload any documentation you have for which you use to engage contractors (e.g. Contractor Agreement, Work Order, etc.)

Performance Management Process

The way in which your business/organisation measures performance of its employees.

How regularly do you conduct performance reviews?

Is there a Learning and Development component to your performance reviews process?

Yes

No

I don't know

Please provide files of your current Performance Management Processes here. This should include any L&D components (if any).

If you have any Performance Management documentation that you would like assessed as part of this audit, please include it here.

Employee Feedback Mechanisms

Existing systems in place where employees can provide feedback to your business/organisation.

Do you have any existing formal mechanisms for employees to provide feedback? (e.g. a staff engagement survey)

Yes

No

I don't know

If yes, please provide the nature and details of these mechanisms.

Employee Assistance Program

The support system which helps employees with personal or work-related issues through a confidential service.

Do you currently engage an Employee Assistance Program (EAP) to support your employees?

Yes

No

I don't know

If yes, please identify which EAP you utilise (e.g. Uprise EAP, Assure Programs, Access EAP).

Please detail the current benefits that your employees receive to support their health.

Recruitment

The cost of recruiting a new employee in Australia is on average, $23,000. As such, this is a costly expense of any business and should be audited to determine if any procedural changes could be made to optimise the process so to:

contain recruitment costs within budget;
obtain high quality talent; and
recruit for the organisation's specific needs.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Do you currently conduct your recruitment in-house?

Yes

No

I don't know

If yes, please provide the details of your current recruitment process.

If no, please provide the organisation name of your current recruiter.

Onboarding

The process of integrating new employees into your organisation.

Do you have a formal onboarding process at your organisation?

Yes

No

I don't know

If yes, which role in your team is responsible for managing the onboarding process of new employees?

Please upload any documentation you have in regards to your onboarding process.

If you have any onboarding documentation that you would like assessed as part of this audit, please include it here.

Policies & Procedures

HR policies and procedures are essential in ensuring that all employees and the organisation are protected.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Please provide files of your current policies and procedures here. This should include your Code of Conduct and any other policies that employees or external stakeholders are required to abide by.

Are there any existing formal decision making frameworks within your business/organisation?

Yes

No

I don't know

If yes, please provide the details of those mechanisms.

Human Resources

Information System (HRIS)

The system used to manage employee data, payroll,

leave and other HR functions.

Do you currently utilise a HRIS in your organisation? (e.g. Employment Hero, Bamboo HR, HiBob)

Yes

No

I don't know

If yes, please tell us the name of which HRIS you currently utilise.

If yes, what are the main functions you use your HRIS to manage (tick all that apply):

Leave management

Timesheets management

Payslips

Payroll

A common space to host documentation (eg. Policies and Procedures)

Manage employee files

Performance Management Process

Employee surveys

Recruitment

Other

If you selected other, please provide additional information here.

How do you manage payroll? (e.g. what system do you use, is this an internal process, etc.)

If there are any other documents that you would like reviewed as part of the HR Health Check that have not already been provided, please upload them here.

NEXT

CONTACT US

Melbourne, Victoria

Email [email protected]

to connect with us.

BOOK A DISCOVERY CALL

SIGN UP TO OUR NEWSLETTER

SHE HR Consulting is a safe space

for all LGBTQIA+ people.

SHE HR Consulting is an independent consultancy based in Naarm (Melbourne), Australia. We help our clients feel supported, informed, and protected by our services, adding value to their business or individual circumstances. SHE HR Consulting acknowledges the Wurundjeri Woi Wurrung people as the Traditional Owners of the lands on which our business is based. We acknowledge all First Nations groups on the sovereign and unceded lands of Australia and pay our respects to their Elders past and present. We recognise all First Nations peoples around the world, whose continuing connection to land, water, and culture we all benefit from.

Privacy Policy | © Copyright 2026 | SHE HR Consulting | All Rights Reserved

HR Health Check

To efficiently and effectively complete the SHE HR Consulting HR Health Check, we will require additional information from your organisation. The following survey will take approximately 15-20 minutes, and will ask for information relating to your:

People
Recruitment
Policies & Procedures

To ensure your information is captured correctly, please complete this form in one session. Progress cannot be saved if you leave partway through.

Some questions will ask for your information to be uploaded and saved by SHE HR Consulting. Please upload your documents in these sections as they will support us in successfully auditing your organisation.

If you have any questions regarding this survey or our audit process, please email [email protected] and our team will be able to support you.

Thank you for providing the information needed for our HR Health Check; we look forward to working with you.

SHE HR Consulting

First Name *

Last Name *

Email *

Phone

Business / Organisation

People

People are at the core of all HR functions. As such, this section will require the most level of attention and detail for this survey.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Organisational Chart

The structure of your organisation.

Please supply an up-to-date copy of your organisational chart here.

Please supply up-to-date copies of 1-5 Position Descriptions here

Describe your current staff size (all employee types).

Board

The body of directors whom are responsible for making

decisions in your business/organisation.

Does your business/organisation report to a board?

Yes

No

I don't know

If yes, please describe the current makeup of your board.

What level of reporting do you make to your board?

Employee Contracts

The legal documentation for all employees who engage

in work with your business/organisation.

Please provide copies of your current employee contracts (this may include full time, part time, casual, fixed-term and max-term contracts) here.

Employee Remuneration

Payment to all who engage in work as an employee

for your organisation/business.

Are you aware of the award/s that your employees are on? If so, please list the relevant award/s below.

If you have employees on multiple awards, please indicate which employees are on which awards. If all employees are on the one award, please skip this question.

Please provide the salary information of your current full time and part time employees here.

Please provide the casual remuneration rates for your casual employees here.

Please provide the remuneration rates for any other staff (if applicable) here.

Employee Benefits

The additional benefits to employees outside

a salary or casual wage.

Do you provide any employee benefits, outside the NES and award entitlements?

Yes

No

I don't know

If yes, please provide the details of these benefits.

Employee Diversity

The diverse makeup of your employees.

Please provide information on the gender split of your business/organisation.

Please provide information on cultural representation within your business/organisation.

Do you have any employees who identify as living with a disability?

Yes

No

I don't know

If yes, please detail how many.

Do you have any employees who identify as Aboriginal or Torres Strait Islander?

Yes

No

I don't know

If yes, please detail how many employees identify as Aboriginal or Torres Strait Islander.

Contractors

External individuals or businesses engaged to perform work but they are not employed directly by your organisation.

Do you currently engage contractors for work?

Yes

No

I don't know

If yes, what is the typical working arrangement of these contractors (select all that apply):

Ad hoc work as required

A set amount of work for a fixed period of time

Regular pattern of hours over a regular pattern of days

If you do engage contractors for work, please upload any documentation you have for which you use to engage contractors (e.g. Contractor Agreement, Work Order, etc.)

Performance Management Process

The way in which your business/organisation measures performance of its employees.

How regularly do you conduct performance reviews?

Is there a Learning and Development component to your performance reviews process?

Yes

No

I don't know

Please provide files of your current Performance Management Processes here. This should include any L&D components (if any).

If you have any Performance Management documentation that you would like assessed as part of this audit, please include it here.

Employee Feedback Mechanisms

Existing systems in place where employees can provide feedback to your business/organisation.

Do you have any existing formal mechanisms for employees to provide feedback? (e.g. a staff engagement survey)

Yes

No

I don't know

If yes, please provide the nature and details of these mechanisms.

Employee Assistance Program

The support system which helps employees with personal or work-related issues through a confidential service.

Do you currently engage an Employee Assistance Program (EAP) to support your employees?

Yes

No

I don't know

If yes, please identify which EAP you utilise (e.g. Uprise EAP, Assure Programs, Access EAP).

Please detail the current benefits that your employees receive to support their health.

Recruitment

The cost of recruiting a new employee in Australia is on average, $23,000. As such, this is a costly expense of any business and should be audited to determine if any procedural changes could be made to optimise the process so to:

contain recruitment costs within budget;
obtain high quality talent; and
recruit for the organisation's specific needs.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Do you currently conduct your recruitment in-house?

Yes

No

I don't know

If yes, please provide the details of your current recruitment process.

If no, please provide the organisation name of your current recruiter.

Onboarding

The process of integrating new employees into your organisation.

Do you have a formal onboarding process at your organisation?

Yes

No

I don't know

If yes, which role in your team is responsible for managing the onboarding process of new employees?

Please upload any documentation you have in regards to your onboarding process.

If you have any onboarding documentation that you would like assessed as part of this audit, please include it here.

Policies & Procedures

HR policies and procedures are essential in ensuring that all employees and the organisation are protected.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Please provide files of your current policies and procedures here. This should include your Code of Conduct and any other policies that employees or external stakeholders are required to abide by.

Are there any existing formal decision making frameworks within your business/organisation?

Yes

No

I don't know

If yes, please provide the details of those mechanisms.

Human Resources

Information System (HRIS)

The system used to manage employee data, payroll,

leave and other HR functions.

Do you currently utilise a HRIS in your organisation? (e.g. Employment Hero, Bamboo HR, HiBob)

Yes

No

I don't know

If yes, please tell us the name of which HRIS you currently utilise.

If yes, what are the main functions you use your HRIS to manage (tick all that apply):

Leave management

Timesheets management

Payslips

Payroll

A common space to host documentation (eg. Policies and Procedures)

Manage employee files

Performance Management Process

Employee surveys

Recruitment

Other

If you selected other, please provide additional information here.

How do you manage payroll? (e.g. what system do you use, is this an internal process, etc.)

If there are any other documents that you would like reviewed as part of the HR Health Check that have not already been provided, please upload them here.

NEXT

HR Health Check

To efficiently and effectively complete the SHE HR Consulting HR Health Check, we will require additional information from your organisation. The following survey will take approximately 15-20 minutes, and will ask for information relating to your:

People
Recruitment
Policies & Procedures

To ensure your information is captured correctly, please complete this form in one session. Progress cannot be saved if you leave partway through.

Some questions will ask for your information to be uploaded and saved by SHE HR Consulting. Please upload your documents in these sections as they will support us in successfully auditing your organisation.

If you have any questions regarding this survey or our audit process, please email [email protected] and our team will be able to support you.

Thank you for providing the information needed for our HR Health Check; we look forward to working with you.

SHE HR Consulting

First Name *

Last Name *

Email *

Phone

Business / Organisation

People

People are at the core of all HR functions. As such, this section will require the most level of attention and detail for this survey.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Organisational Chart

The structure of your organisation.

Please supply an up-to-date copy of your organisational chart here.

Please supply up-to-date copies of 1-5 Position Descriptions here

Describe your current staff size (all employee types).

Board

The body of directors whom are responsible for making

decisions in your business/organisation.

Does your business/organisation report to a board?

Yes

No

I don't know

If yes, please describe the current makeup of your board.

What level of reporting do you make to your board?

Employee Contracts

The legal documentation for all employees who engage

in work with your business/organisation.

Please provide copies of your current employee contracts (this may include full time, part time, casual, fixed-term and max-term contracts) here.

Employee Remuneration

Payment to all who engage in work as an employee

for your organisation/business.

Are you aware of the award/s that your employees are on? If so, please list the relevant award/s below.

If you have employees on multiple awards, please indicate which employees are on which awards. If all employees are on the one award, please skip this question.

Please provide the salary information of your current full time and part time employees here.

Please provide the casual remuneration rates for your casual employees here.

Please provide the remuneration rates for any other staff (if applicable) here.

Employee Benefits

The additional benefits to employees outside

a salary or casual wage.

Do you provide any employee benefits, outside the NES and award entitlements?

Yes

No

I don't know

If yes, please provide the details of these benefits.

Employee Diversity

The diverse makeup of your employees.

Please provide information on the gender split of your business/organisation.

Please provide information on cultural representation within your business/organisation.

Do you have any employees who identify as living with a disability?

Yes

No

I don't know

If yes, please detail how many.

Do you have any employees who identify as Aboriginal or Torres Strait Islander?

Yes

No

I don't know

If yes, please detail how many employees identify as Aboriginal or Torres Strait Islander.

Contractors

External individuals or businesses engaged to perform work but they are not employed directly by your organisation.

Do you currently engage contractors for work?

Yes

No

I don't know

If yes, what is the typical working arrangement of these contractors (select all that apply):

Ad hoc work as required

A set amount of work for a fixed period of time

Regular pattern of hours over a regular pattern of days

If you do engage contractors for work, please upload any documentation you have for which you use to engage contractors (e.g. Contractor Agreement, Work Order, etc.)

Performance Management Process

The way in which your business/organisation measures performance of its employees.

How regularly do you conduct performance reviews?

Is there a Learning and Development component to your performance reviews process?

Yes

No

I don't know

Please provide files of your current Performance Management Processes here. This should include any L&D components (if any).

If you have any Performance Management documentation that you would like assessed as part of this audit, please include it here.

Employee Feedback Mechanisms

Existing systems in place where employees can provide feedback to your business/organisation.

Do you have any existing formal mechanisms for employees to provide feedback? (e.g. a staff engagement survey)

Yes

No

I don't know

If yes, please provide the nature and details of these mechanisms.

Employee Assistance Program

The support system which helps employees with personal or work-related issues through a confidential service.

Do you currently engage an Employee Assistance Program (EAP) to support your employees?

Yes

No

I don't know

If yes, please identify which EAP you utilise (e.g. Uprise EAP, Assure Programs, Access EAP).

Please detail the current benefits that your employees receive to support their health.

Recruitment

The cost of recruiting a new employee in Australia is on average, $23,000. As such, this is a costly expense of any business and should be audited to determine if any procedural changes could be made to optimise the process so to:

contain recruitment costs within budget;
obtain high quality talent; and
recruit for the organisation's specific needs.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Do you currently conduct your recruitment in-house?

Yes

No

I don't know

If yes, please provide the details of your current recruitment process.

If no, please provide the organisation name of your current recruiter.

Onboarding

The process of integrating new employees into your organisation.

Do you have a formal onboarding process at your organisation?

Yes

No

I don't know

If yes, which role in your team is responsible for managing the onboarding process of new employees?

Please upload any documentation you have in regards to your onboarding process.

If you have any onboarding documentation that you would like assessed as part of this audit, please include it here.

Policies & Procedures

HR policies and procedures are essential in ensuring that all employees and the organisation are protected.

Please provide as much detail as you can, as this will best support our HR Health Check process.

Please provide files of your current policies and procedures here. This should include your Code of Conduct and any other policies that employees or external stakeholders are required to abide by.

Are there any existing formal decision making frameworks within your business/organisation?

Yes

No

I don't know

If yes, please provide the details of those mechanisms.

Human Resources

Information System (HRIS)

The system used to manage employee data, payroll,

leave and other HR functions.

Do you currently utilise a HRIS in your organisation? (e.g. Employment Hero, Bamboo HR, HiBob)

Yes

No

I don't know

If yes, please tell us the name of which HRIS you currently utilise.

If yes, what are the main functions you use your HRIS to manage (tick all that apply):

Leave management

Timesheets management

Payslips

Payroll

A common space to host documentation (eg. Policies and Procedures)

Manage employee files

Performance Management Process

Employee surveys

Recruitment

Other

If you selected other, please provide additional information here.

How do you manage payroll? (e.g. what system do you use, is this an internal process, etc.)

If there are any other documents that you would like reviewed as part of the HR Health Check that have not already been provided, please upload them here.

NEXT

CONTACT US

Melbourne, Victoria

Email [email protected]

to connect with us.

SHE HR Consulting is an independent consultancy based in Naarm (Melbourne), Australia. We help our clients feel supported, informed, and protected by our services, adding value to their business or individual circumstances. SHE HR Consulting acknowledges the Wurundjeri Woi Wurrung people as the Traditional Owners of the lands on which our business is based. We acknowledge all First Nations groups on the sovereign and unceded lands of Australia and pay our respects to their Elders past and present. We recognise all First Nations peoples around the world, whose continuing connection to land, water, and culture we all benefit from.

BOOK A DISCOVERY CALL

SIGN UP TO OUR NEWSLETTER

© Copyright 2026 | SHE HR Consulting | All Rights Reserved.