Question 1

Are there specific industries or business sizes that NAE specializes in assisting with HR needs?

Alayna Wood · Accepted Answer

NAE assists all industries and all business sizes. We are aware of the employee thresholds that predicate different levels of compliance and keep this in mind when conducting reviews and analyses.

Question 2

Can Small Businesses Benefit from HR Audits?

Alayna Wood · Accepted Answer

A small business may need the HR audit more than larger companies. While most large businesses have audit procedures set up and designated employees to handle the work, a small business tends to put compliance on the back burner. Owner/operators in particular don’t always have time to ensure they are compliant with every applicable laws. An HR audit is an efficient way to ensure that everything is done properly.

Question 3

How Can NAE Assist in Enhancing HR Audit Processes?

Alayna Wood · Accepted Answer

NAE can assist with the HR Audit in several ways. We have a myriad of checklists and forms to help our members conduct their own audits. If time doesn’t allow for a self-audit, we can conduct the audit under our HR Assist program, thereby ensuring that everything is in compliance.

Question 4

How can NAE assist in improving our HR practices?

Alayna Wood · Accepted Answer

Our HR Directors conduct a thorough needs analysis to hone in on areas that need improvement. We provide our members with a complete assessment of problem areas and solutions for the same. We can evaluate and/or create processes such as onboarding, offboarding, PTO, payroll, recruiting, leadership development, succession planning, performance reviews, goal setting, culture initiatives and many others.

We also review company policies for compliance and efficiency and make recommendations accordingly. We manage common policies like dress code, sick leave, PTO, harassment, general leave and performance management policies to more specialized policies for FMLA, ADA, drug & alcohol, EEO, conduct, and social media.

Question 5

How can NAE help businesses ensure compliance with HR regulations?

Alayna Wood · Accepted Answer

Part of our needs analysis includes compliance. We will review personnel files for required and recommended forms, and ensure that I-9 documents are completed correctly and on the correct version of the form. We also review posters for visibility and accuracy, and we look at job descriptions and other policy documents. Our handbook and policy reviews ensure compliance with state and federal employment laws.

Question 6

How Often Should HR Audits Be Conducted?

Alayna Wood · Accepted Answer

HR Audits should be conducted at least once per year; more often if the company is undergoing frequent changes. Companies that require extra compliance may need to conduct audits more frequently to ensure that all policies, procedures, and documents are up to date. Some companies make an annual HR Audit part of their Year End process, while others may plan to conduct audits during their slower times.

Question 7

What Are the First Steps in Starting an HR Audit?

Alayna Wood · Accepted Answer

The best place to start an HR audit is by examining the personnel files. Looking at the documents that are in the files (and noticing what is missing) gives a good idea of the level of compliance, as well a glimpse into the culture of the organization. Creating a checklist (or utilizing one from NAE) that includes required documents as well as a list of recommended and company specific documents is a great tool to ensure that everything is in place. Once there is a handle on the files, we can move on to procedures and software.

Question 8

What makes NAE different from other HR service providers?

Alayna Wood · Accepted Answer

NAE offers a more personalized service. Our HR Experts work side by side with you, at your office or remotely. You’ll work with a dedicated person throughout your project; someone who will spend the necessary time with you and your staff to understand your company and culture to give you peace of mind.

We are staffed with HR Professionals and attorneys who support our members and each other as needs arise. Your HR Director has the backing of our entire team of experts. We have been serving the Nevada population since 1938 and are capable and qualified in all areas of human resources and employment law.

Question 9

Who Should Be Involved in the HR Audit Process?

Alayna Wood · Accepted Answer

In larger companies, the HR audit process should include other departments and managers where applicable. For example, a company that has a warehouse with chemicals and machines may have additional safety procedures to review, such as SDS binders and other OSHA requirements. It is helpful to include these employees in conversations about ensuring the compliance in their respective areas.

In larger companies, HR may be the center of the audit process to ensure companywide compliance. Having other departments involved in the audit process also creates checks and balances, which is a great way to ensure that nothing is missed.

In smaller companies, the person in charge of administration and/or HR should conduct the audit with the cooperation and oversight of the owner, ensuring that everyone knows the status of compliance within the company.

HR Assist

Frequently Asked Questions

HR Assist FAQs

Are there specific industries or business sizes that NAE specializes in assisting with HR needs?

How can NAE assist in improving our HR practices?

How can NAE help businesses ensure compliance with HR regulations?

What makes NAE different from other HR service providers?

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