Description

This curriculum spans the scope of a multi-phase HR diagnostic engagement, comparable to an internal capability program that systematically evaluates data integrity, process alignment, and compliance across global workforce operations.

Module 1: Scoping the Current State HR Assessment

Determine which business units and employee segments to include in the assessment based on organizational impact and data accessibility.
Select between full enterprise-wide analysis versus targeted functional or regional reviews based on executive sponsorship and resource constraints.
Define the timeline for data collection, balancing the need for up-to-date information against operational disruption during peak HR cycles.
Establish criteria for including contingent workers, contractors, and part-time staff in workforce metrics and system audits.
Negotiate access to payroll, performance, and talent systems across geographies with local data privacy officers and IT departments.
Decide whether to conduct the assessment internally or engage external consultants, considering sensitivity of findings and internal capacity.

Module 2: Workforce Data Inventory and System Mapping

Identify all active HRIS, ATS, LMS, and payroll platforms in use across divisions, including shadow HR systems maintained locally.
Map data fields across systems to detect redundancy, such as multiple fields for job title or employment status.
Document data ownership and update responsibility for key workforce attributes like FTE status, reporting structure, and cost center.
Assess the frequency and method of data synchronization between core HR systems and downstream reporting tools.
Validate the accuracy of headcount data by reconciling HRIS records with payroll and finance department workforce cost reports.
Flag systems with manual data entry processes that introduce latency or error into workforce reporting.

Module 4: Organizational Structure and Reporting Integrity

Compare the official organizational chart with actual reporting lines documented in HRIS to identify informal leadership or dual reporting.
Assess the consistency of job levels, bands, and titles across departments to determine standardization gaps.
Identify positions with missing or outdated manager assignments that affect performance review cycles and succession planning.
Document exceptions where matrix reporting structures are not captured in the HRIS, leading to misaligned accountability.
Evaluate the frequency and process for updating org structures after mergers, divestitures, or restructuring events.
Review span of control metrics across departments to detect outliers that may indicate management inefficiencies or control risks.

Module 5: Talent Process Audit and Lifecycle Gaps

Trace the end-to-end onboarding process from offer acceptance to system provisioning, identifying handoff delays between HR, IT, and facilities.
Measure time-to-fill and time-to-productivity metrics across roles to assess recruiting effectiveness and onboarding support.
Review performance review completion rates by department and identify managers with persistent non-compliance.
Map succession plans to critical roles and assess depth of bench strength based on readiness ratings and development progress.
Audit offboarding checklists to ensure consistent execution of knowledge transfer, asset recovery, and access revocation.
Identify roles with high regrettable attrition by analyzing exit interview themes and manager turnover correlation.

Module 6: Compensation and Equity Analysis

Validate salary band adherence by comparing individual compensation against position level and market benchmarks.
Conduct pay equity analysis across gender, ethnicity, and tenure groups within job families, adjusting for performance and location.
Assess the consistency of bonus and incentive plan application, including eligibility rules and payout calculation logic.
Review equity grant practices to determine alignment with promotion cycles and retention objectives.
Identify roles with significant pay dispersion within the same level that may indicate negotiation bias or outdated structures.
Document exceptions to compensation policy, such as off-cycle increases, and assess approval rigor and audit trail completeness.

Module 7: Compliance and Risk Exposure Review

Verify I-9 and work authorization documentation completeness for all active employees, particularly remote and international hires.
Assess adherence to local labor laws in multi-jurisdiction operations, including working hours, leave entitlements, and contract terms.
Review audit logs for sensitive HR data access to detect unauthorized viewing or changes by managers or HR staff.
Evaluate the process for handling employee data subject requests under GDPR, CCPA, and other privacy regulations.
Identify positions classified as exempt or non-exempt under FLSA and validate classification rationale against job duties.
Assess whistleblower and grievance case resolution timelines to ensure compliance with internal policies and regulatory requirements.

Module 8: Change Readiness and Stakeholder Alignment

Identify HR process owners and system administrators who must be engaged to validate findings and approve remediation plans.
Assess the change tolerance of business units based on recent transformation initiatives and leadership stability.
Map communication requirements for sharing assessment results, considering sensitivity of data and potential employee impact.
Determine whether to phase recommendations by region, function, or system based on implementation complexity and risk.
Establish governance forums for reviewing progress on data cleanup, process redesign, and system integration efforts.
Define escalation paths for resolving disputes over data ownership, process ownership, or prioritization of remediation tasks.