HR Health Check
See how clearly your HR model is actually running.
Answer 10 questions to get a structured view across clarity, ownership, service access, systems, and delivery.
Designed to surface where attention is most likely to strengthen how HR runs and to shape the next conversation from a stronger starting point.
What this is designed to do
A structured starting point.
The Health Check gives a structured starting point for how HR appears to be operating in practice, where attention is most likely to add value, and what the next step should be.
It is designed to surface patterns and priorities, not replace a fuller diagnostic.
Structured first view
A structured read across clarity, ownership, service access, systems, and delivery.
Focus for attention
Highlights where improvement is most likely to strengthen how HR operates.
Next-step route
Creates a stronger basis for interpretation, discussion, and deeper diagnostic work.
A little context first
A small amount of context helps make the result more useful.
Takes around 3 minutes to complete.
Optional. You will see your result immediately on completion. Add your email if you would like a copy sent to you and a secure link to revisit it later. You will not be added to a mailing list.
0 / 10 questions answered (0%)
Process clarity
Our core HR processes are documented clearly enough that managers and HR team members can follow them consistently.
Consistency
Employees and managers generally receive a consistent HR experience across teams, departments, or locations.
Service access
Employees know where to go for HR help, and the route for getting support is clear.
Ownership
Ownership for key HR processes, approvals, and escalations is clearly defined.
Onboarding
Onboarding is structured and repeatable rather than depending heavily on individual managers or manual follow-up.
Technology alignment
Our HR systems and workflows reflect how work actually happens in the organisation.
Knowledge and self-service
Managers and employees can find answers to common HR questions without always needing direct help from HR.
Operational capacity
HR has enough structure and capacity to improve operations proactively, rather than spending most of its time reacting.
Data and handoffs
HR data, handoffs, and workflow transitions are reliable enough that work does not regularly get stuck, repeated, or corrected.
Change resilience
When the organisation grows or changes, HR processes can adapt without becoming confusing or chaotic.
If helpful, the result can also be discussed in a short follow-up conversation to interpret what the pattern may mean in practice and whether a deeper review would be useful.