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Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
HR Compliance and Risk Management
Review HR practices and documentation for operational risk and prioritize improvements.
Discuss your needsCompliance and risk management
Reduce workforce risk through stronger operational practices.
We review employment practices, documentation, and internal systems for consistency and implementation risk. Legal questions are referred to qualified counsel.
HR Compliance Audit
$2,500 - $5,000Review agreed HR practices and documentation for operational risk; receive findings and correction priorities.
Request this service →I-9 Audit Program
$750 - $2,500Review an agreed number of I-9 records and establish a correction and tracking process.
Request this service →Wage and Hour Review
$2,000 - $5,000Review agreed pay, timekeeping, and attendance practices for operational risk and escalation priorities.
Request this service →Policy Review
$1,500 - $3,500A coordinated review of multiple existing policies, with findings and revision priorities. Policy count and rewriting scope are agreed in advance.
Request this service →Investigation Procedure Development
$1,500Develop intake, escalation, documentation, and investigation workflow guidance; conducting investigations is separate.
Request this service →Documentation Standards Program
$1,250Establish consistent documentation practices, ownership, and recordkeeping guidance.
Request this service →Workforce Risk Assessment
$2,500Identify and prioritize agreed workforce risks with a practical mitigation roadmap.
Request this service →Payroll and Timekeeping Process Assessment
Custom quoteReview time capture, approvals, corrections, documentation, and payroll handoffs. Receive findings, recommended practices, and a prioritized action plan. This service is assessment and guidance only; it does not include payroll processing, tax filing, or ongoing payroll administration. A third-party processing referral may be explored on request; any provider engagement and fees are separate.
Request this service →Compliance Package
$7,500 - $12,500Combine agreed audit, documentation, and improvement work in a defined engagement.
Request this service →Choose a bounded review with an actionable output
An audit should identify the reviewed population, records, applicable questions, evidence, and follow-up responsibilities. A personnel-file sample, I-9 review, and payroll-process assessment are different scopes; one should not be presented as a complete review of every employment obligation.
The output should distinguish confirmed observations, items not verified, operational recommendations, and questions for qualified legal review. Clients retain employment decisions.
- Confirm the documents and employee locations included.
- Prioritize findings and assign correction owners.
- Define whether rewriting, training, or rechecking corrections is included.
See how to use a compliance checklist and the personnel-file organization guide.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Consistent records and informed follow-through
Prior HR leadership work included policy development, manager coaching, documentation practices, and analysis of staffing, attendance, and overtime. The experience supports operational review rather than legal certification.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
HR Compliance and Risk Management FAQs
How is a compliance audit different from the $1,500 assessment?
The general assessment identifies workforce-system gaps and priorities across the organization. A compliance audit is a more specifically scoped review of agreed HR practices and documents, priced at $2,500–$5,000, with findings and correction priorities.
Can you review I-9 records or timekeeping practices?
Yes. An I-9 Audit Program is $750–$2,500 for an agreed record population and correction process. A Wage and Hour Review is $2,000–$5,000 for agreed pay and timekeeping practices. The proposal defines records, locations, and review boundaries.
Does your payroll assessment include processing payroll or filing taxes?
No. The Payroll and Timekeeping Process Assessment reviews time capture, approvals, corrections, documentation, and payroll handoffs. It provides findings and an action plan; payroll processing, tax filing, and ongoing administration are excluded.
Does an audit certify that our business is legally compliant?
No. This is operational HR consulting rather than legal advice or certification. Findings distinguish observed gaps, unverified items, recommended actions, and questions for qualified employment counsel.
Are corrections and policy rewrites included after an audit?
Only when expressly scoped. We identify priorities and agree whether document rewriting, manager training, correction tracking, or a follow-up review is included before work begins.
Turn review findings into assigned correction work
Confirm the workforce, work locations, documents, processes, and sample being reviewed. Findings should distinguish missing evidence, inconsistent practice, and questions needing qualified legal or technical interpretation.
Responsibilities and scope
The employer supplies accurate records and owns correction decisions. Agree on the review period, sample size, access controls, report, and any follow-up. An HR review is not a guarantee of compliance or legal representation.
What useful progress looks like
Assign each action an owner and target date. Verify completion evidence and resolve exceptions before marking an item closed.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
HR Compliance and Risk Management
Discuss your needsNot sure? Explore the assessment →