HR Operations
Are recurring employee processes working consistently, with clear ownership?
PEOPLEOS DIAGNOSTIC
Choose one HR area. Find what needs fixing first.
Growing businesses often know something in HR needs attention without needing a complete HR transformation. Choose one area for a focused review and a practical way forward.
RECOGNISE THE SIGNS
This may be useful if...
You can see an HR issue but do not need to begin with a complete transformation programme.
- HR processes depend too much on individuals.
- Hiring varies from manager to manager.
- Performance conversations are inconsistent.
- Policies exist but are not applied consistently.
- Employee data and workflows are fragmented.
- Founders still handle routine HR issues.
- It is unclear what HR capability is needed next.
- People processes have not kept pace with growth.
CHOOSE ONE AREA
Where should the review focus?
Select one HR area. We agree the specific question and evidence before starting, so the review stays useful and contained.
Policies & Compliance
Are key policies, responsibilities and operating requirements clear and practically applied?
Performance Management
Do employees know what is expected, and do managers have a workable performance rhythm?
Recruitment
Is hiring built around clear roles, consistent evaluation and dependable onboarding?
Organisation & Role Clarity
Are responsibilities, reporting lines and decision ownership sufficiently clear?
HRMS & HR Processes
Do systems and workflows support HR operations, or create extra work?
Employee Lifecycle
Are joining, employee changes and exits handled consistently?
THE FOCUSED REVIEW
What we review
The exact review depends on the selected area. We look at the relevant process, ownership, documents, data, systems and working practices, then identify what works, what is missing or inconsistent, and what needs attention first. One Health Check does not cover the entire HR function.
Experience behind this practice
PeopleOS draws on Renu's HR leadership, consulting and outsourced HR delivery experience across organisation structures, policies, recruitment, performance management, HR operations and people systems.
OUTPUTS
What you receive
Gap map
A clear view of what works, what is inconsistent and what is missing in the selected area.
Prioritised fixes
The few changes to address first, rather than trying to solve everything at once.
Recommended next step
A practical action to take after the review, whether your team or PathWeave carries it out.
Scope
A clearly defined implementation scope if further support would be useful. Continuing is optional.
SIMPLE PROCESS
How it works
- Choose one HR area.
- Share the relevant context and information.
- PathWeave conducts the focused review.
- Review the findings and decide what happens next.
PRICE & SCOPE
Start with one area at a small fixed price.
The price is agreed upfront for the selected area and scope. You know what is included before the work begins; there is no hourly billing surprise.
What this is
One focused HR review, designed to identify the most important gaps. It is a small starting engagement and is useful even if you implement the findings internally.
What this is not
It is not automatically a complete HR audit, unlimited consulting, legal advice or a requirement to hire PathWeave afterwards. Compliance observations are operational and advisory; they do not constitute legal advice.
FAQ
Questions before you begin
Is this a complete HR audit?
No. The Health Check reviews one agreed HR area. A broader audit can be scoped separately.
How do we choose the right HR area?
Tell us where work breaks down or leaders lack clarity. We will help turn that into one review question.
What information do we need to provide?
It depends on the area. We will agree relevant policies, process examples, role information, HRMS views or conversations before work begins.
How is the price decided?
The selected area, question, available information and review scope determine the small fixed price, agreed upfront.
Can we review more than one area?
Yes. Additional areas are scoped separately rather than folded into one Health Check.
Do we have to engage PathWeave afterwards?
No. You can use the findings internally. Further implementation support is optional.
Can PathWeave help implement the recommendations?
Yes. If useful, the Scope sets out a separate implementation engagement for your decision.
START A CONVERSATION
Discuss an HR Health Check
Tell us the area you want to review. We will agree the question, information, scope and small fixed price before work begins.