Free HR Audit Tool, score your HR maturity
Answer a short set of questions and get a clear HR maturity score, a Red/Amber/Green risk report and a practical action list, tailored to your country, size and operating model, in about a minute. Free to try, no setup.
Fill the details, the AI scores your HR:
Your result appears here
How it works
Turn a short questionnaire into a scored, prioritised HR report, in about a minute.
Set your context
Country, industry, company size and operating model, so the audit fits your situation.
Answer a short set of questions
Across governance, compliance, policies, onboarding, payroll and people ops.
Get your maturity score
A single 0 to 100 score and a maturity tier, so you see where you stand at a glance.
Work the action list
Prioritised, colour-flagged next steps you can act on straight away.
Why HR teams use it
A real audit, not a checklist. It scores where you stand, flags the risk, and tells you what to fix first.
Full-scope HR audit
Covers governance, statutory compliance, policies, onboarding, payroll and people ops, so nothing slips through.
An HR maturity score
A single 0 to 100 score plus a maturity tier, so leadership sees the state of HR at a glance.
Red / Amber / Green risk flags
Every area is rated by risk, so the gaps most likely to cause trouble surface first, before they become penalties.
Practical next steps
A prioritised action list tailored to your country, size and operating model, not generic advice.
One audit, several jobs
HR & people teams
Benchmarking the function and turning gaps into a board-ready improvement plan.
Founders & small-business owners
Wanting to know their HR risk before it turns into a fine or a dispute.
HR consultants
A fast, defensible maturity baseline for each client without rebuilding a framework.
People leaders & operators
One consistent score to track HR progress over time and prove it improved.
What an HR audit checks and how the score works
What an HR audit is
An HR audit is a structured review of how your people function actually runs, measured against good practice and the rules that apply where you operate. It looks past whether a policy exists to whether it is followed, current and defensible. The point is not to tick boxes, it is to find the gaps that quietly build risk, an unfiled statutory return, an offer letter that contradicts the handbook, an onboarding step everyone assumes someone else owns, before they cost you money or a dispute.
The areas it assesses
The audit works the same way in any country, and covers the full HR lifecycle rather than one slice of it:
| Area | What it looks at |
|---|---|
| Governance & structure | Who owns HR decisions, how they are documented, and whether responsibilities are clear. |
| Statutory compliance | Registrations, filings and mandatory contributions for your location, tracked on a calendar rather than remembered. |
| Policies & documentation | Whether the core policies exist, are current, and match what actually happens day to day. |
| Onboarding & exits | Consistent joining and leaving processes, with the right paperwork and handovers each time. |
| Payroll & benefits | Accurate, on-time pay with approvals and a clean audit trail. |
| People operations | Records, leave, performance and grievance handling, and how well they scale as you grow. |
How the score and the flags work
Each area is rated Red, Amber or Green. Red is a gap that needs attention now, Amber is partly in place but not reliable, Green is working as it should. Those ratings roll up into a single 0 to 100 maturity score and a tier, from early-stage to well-established, so leadership can read the health of HR at a glance and track whether it improves over time. Because the report ranks the riskiest gaps first, you get a running order, not a flat list, and can fix what matters before moving on.
Why it stays relevant anywhere you hire
HR obligations differ from one country to the next, so the audit uses the context you give it, your country, industry, company size and operating model, to keep both the questions and the recommendations relevant rather than generic. Where an area turns on local statute, it points you to the kind of rule to confirm for your location instead of guessing a figure, so the action list is something you can actually act on wherever your people are based.
Related tools & reading
Related tools
Close the gaps the audit surfaces.
Please note: Outputs are AI-generated and can contain errors. Use them as a starting point and check anything important before you act on it.
Part of the HRTailor HR OS
This tool is one piece of your HR system
Everything you create here auto-saves to your Document Vault, ready for e-signature, your employee records and automated workflows. One login runs your whole HR.
Related guides and formats
Frequently asked questions
What does the HR Audit score?
It scores your HR maturity across key areas and highlights gaps and risks, with a tiered result and a readable report.
How long does it take?
A few minutes, you answer a guided set of questions and get an instant scored report.
Is the report shareable?
Yes. The scored report is designed to be shared with leadership or used to plan improvements.
Is it free?
You can run the audit free and review your score and recommendations.