A Practical HR Assessment for Growing Businesses

Have We Outgrown Our HR Systems?

An HR Assessment for Growing Organizations

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Why This Matters

Scrappy, resilient, duct-taped solutions get businesses off the ground. They do not scale.

If hiring feels harder, policies feel unclear, or leaders are constantly pulled into people issues, it’s usually not a people problem; it’s a people-process problem.

This assessment will help you quickly see whether your HR and people processes have kept pace with your growth — and where to focus next.

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Progress tracks how many items you’ve answered (Parts 2–4) — not how many “should” be checked.

HR Readiness Score
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What this means
Answer a few items in Parts 2–4 to generate your score.

Part 1: Quick Reality Check

Check anything that feels true today. “Yes” answers are signals — not failures.

Growth & Leadership Focus

Ownership & Process Clarity

Hiring & Onboarding

Compliance & Risk

Part 2: Must-Have Foundations for Scaling HR

For each item: choose your current status. This is about clarity, not perfection.

Core HR People-Process Elements

Clear ownership for each people process
Documented workflows (not just policies)
Defined handoffs between individuals responsible for HR, Operations, Payroll, IT, etc.
Manager training on how and when to use processes

Part 3: Five Non-Negotiable HR Policies

For each policy: choose your current status. Policies are the baseline; how managers apply them is where the process lives.

Anti-Discrimination & Anti-Harassment
Attendance & Timekeeping
Leave of Absence & Sick Time
Progressive Discipline / Corrective Action
Termination & Separation (including when HR must be involved)

Policies alone aren’t enough. Managers must understand how to apply them and when to escalate.

Part 4: Simple RACI Gut Check

Pick the best answer. If you want, add the owner's name/role. If it depends on the situation, you’ve found the gap.

Who is Accountable for hiring decisions?
Who owns onboarding handoffs end-to-end?
Who handles serious employee relations issues?
Who approves termination decisions?
If the answers depend on the situation, you’ve found the gap.
Download Guide to the RACI (PDF)

What Strong People Processes Actually Do

  • Speed up hiring and onboarding by removing confusion, rework, and bottlenecks
  • Reduce risk by improving consistency, documentation, and escalation paths
  • Improve manager confidence and decision quality (less “it depends”)
  • Improve employee experience through clear expectations, cleaner handoffs, and fewer surprises
  • Support growth by helping leaders spend time on strategy instead of constant people triage
  • Enable HR to operate as a business partner: workforce planning, capacity forecasting, retention strategy, and leadership development that supports revenue goals
This isn’t red tape. It’s structure that works.

Ready for Next Steps?

🔍 HR Process Audit

Get a clear, objective view of what’s working, what’s breaking, and where to focus first.

HR Process Audit

📞 Discovery Call

Not sure where to start? A short call can help you decide whether an audit, targeted fix, or longer-term support makes sense.

Schedule a Discovery Call

About Moore Consulting LLC

Moore Consulting supports growing organizations at the point where flexibility has reached its limit and clarity is needed to scale.

This work isn’t about adding layers. It’s about building processes leaders can actually use.