When you are not sure that you are completely up to date or up to date with labor laws, take unnecessary risks every morning, and don’t want to be sued. Request an HR Audit.
The realization of a HR audit within a company makes it possible to identify the main risks putting the manager’s social and criminal liability at risk.
It is therefore necessary to drive an HR audit to identify your risks and correct them.
After an interview with the Manager, to find out their expectations but also their fears, and through the study and analysis of all HR processes (excluding payroll, see our specific payroll audit ).
Verification of compliance with legal obligations (labor law, collective agreement, occupational medicine, safety, professional interviews, CSE elections, etc.), advice and highlighting of the risks and penalties incurred.
During this HR audit and occupational risk prevention , the following will be audited among others:
This HR audit will be the subject of an oral and written feedback to Management, which will highlight the strengths on which to capitalize and areas for improvement of current HR practices.
During the HR audit, the risks will be identified as well as the penalties incurred. We will present our recommendations to you to prepare for the future of the company with confidence and optimize its HR processes (see audit model).
A precise and detailed audit report of your shortcomings and your risks.
Reassure you or allow you to quickly control your risks. We can correct the shortcomings within the framework of an additional service.
By correcting your areas of risk, you protect yourself from an accident at work, from a justification to the labor inspectorate, or from a conviction to the Prud’hommes.
Securing your legal obligations
Transform your legal constraints into opportunities
Gain peace of mind and devote more time to business
Benefit from a legal watch
A young company with 40 employees was aware that it was not in compliance with its collective agreement and the labor code. It therefore commissioned a legal HR audit from Boost’RH Groupe to secure its processes and meet its legal obligations
Securing legal obligations through an HR Audit.
An expert HR consultant in legal matters intervenes to audit the following points defined in advance with the client:
At the end of the HR Audit, a detailed and detailed report was given to the client with recommendations (see audit report template).
The client knows the risks to which he is exposed. It is up to them to make the decision and set priorities to reduce their risks with the help of Boost’RH Groupe or another organization.
B&K Experts
Very serious and responsive company, great know-how, I recommend 100%.
CLARET Canada
I appreciated the quick and complete understanding of our issues. We were fully satisfied with the synthesis and the solutions provided.
S2FIT1 (Subsidiary SNCF) in Paris (75)
S2FIT1, real estate company of the SNCF Group. BOOST’RH understood our specifications, which enabled us to entrust them with the mission. The scope was clear, the interviews well targeted and the deliverables up to expectations. Competence at the rendezvous.
Intergros - AKTO
Boost'RH has been a partner for several years and has demonstrated its expertise to B-to-B companies, both in terms of knowledge of the business and its ability to respond to the diverse issues related to the implementation and practice of GPEC in SMEs.
The HR audit varies according to the size of the company, but for a workforce of between 35 and 40 employees, this audit will require 3.5 days of work: ½ day with the manager, 1.5 days of verification (if all the requested documents are available), 1 day of analysis and drafting, and a ½ day of feedback.
The HR consultant who will intervene will be a Human Resources professional with a legal background or significant experience in labor law and collective agreements.
Two employees who had to work closely together, but who operated differently, had great difficulty understanding each other. Group coaching sessions enabled them to understand each other better, to accept their differences, to settle old disputes and to enjoy working together.
Yes, see an example of an administrative HR compliance audit
We can accompany you in Paris and in the Regions from our Offices or Branches of Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux– Brest – Caen – Cergy– Clermont-Ferrand – Créteil – Dijon– Evry – Grenoble – La Rochelle – Le Mans – Lille– Limoges – Lyon – Marseille – Mayotte – Melun– Metz – Montpellier– Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion– Saint-Etienne – Strasbourg – Toulon – Toulouse– Tours – Valenciennes – Versailles
Find our Human Resources Consultants in Paris and in the Regions at our Offices or Branches in Aix-en-Provence – Amiens – Angers – Avignon – Bayonne – Bobigny – Bordeaux– Brest – Caen – Cergy– Clermont-Ferrand – Créteil – Dijon– Evry – Grenoble – La Rochelle – Le Mans – Lille– Limoges – Lyon – Marseille – Mayotte – Melun– Metz – Montpellier– Mulhouse – Nancy – Nanterre – Nantes – Nice – Orléans – Paris – Poitiers – Reims – Rennes – Rouen – Saint-Denis de la Réunion– Saint-Etienne – Strasbourg – Toulon – Toulouse– Tours – Valenciennes – Versailles
Our HR Experts are also at your disposal abroad at our offices in Bruxelles – Genève – Luxembourg – Monaco – Montréal
