Turn HR Compliance Into a Practical Operating Discipline
Compliance is not a binder on a shelf. It is the set of everyday practices that shape hiring, pay, leave, documentation, discipline, safety, and separation decisions. Best Practices HR helps Indiana employers identify gaps and convert requirements into processes managers can follow.
Our work is particularly relevant to employers with approximately 20–150 employees—large enough to cross meaningful coverage thresholds and face more complex workforce issues, but not always large enough to maintain a full internal HR department. We also support larger employers needing focused audits, remediation, or senior advisory capacity.
Since 1996
Active global HR experience
12+ years
U.S. HR experience
Multi-state
Workforce and compliance capability
Problems should not have to become crises first.
Growing organizations often need experienced judgment before they need another full-time executive position.
- The handbook has not been reviewed recently or no longer matches actual practice.
- Personnel, medical, I-9, payroll, leave, or investigation records are incomplete or mixed together.
- Exempt classifications, timekeeping, overtime, or deductions have not been reviewed.
- Managers do not recognize leave, accommodation, harassment, retaliation, or safety issues early enough.
- Employee-count thresholds have changed without a coordinated HR compliance review.
Senior guidance connected to practical execution.
01
HR compliance assessment
A practical review of records, policies, processes, and manager controls with a prioritized action plan—not a generic list of regulations.
02
Handbook and policy review
Update outdated provisions, close reporting gaps, address remote-work and technology issues, and align manager practice with written expectations.
03
Wage, hour, leave, and accommodation processes
Review classification, timekeeping, documentation, intake, notices, tracking, escalation, and coordination across overlapping obligations.
04
Manager training and implementation
Equip supervisors to recognize risk, document objectively, follow escalation paths, and apply practices consistently after the review ends.
Real experience. Direct access. Practical solutions.
Best Practices HR combines active global HR experience since 1996, more than 12 years of U.S. HR experience, and multi-state capability. Team experience includes federal, Department of Labor, Joint Commission, accreditation, and regulated-environment work with strong compliance outcomes.
- 01 Determine which requirements and thresholds apply to the actual organization.
- 02 Test whether written policy, manager behavior, and records tell the same story.
- 03 Prioritize gaps by business impact, likelihood, and urgency.
- 04 Assign owners and completion evidence so recommendations become operating improvements.
If you are looking for exceptionally talented, thorough and professionally-savvy Human Resources consultants, I highly recommend Best Practices HR. They provide comprehensive, expert work tailored to the needs of their clients.
Robert Shegog
President & CEO, Indianapolis Recorder Newspaper
Results with the context behind them.
50%
Reduction in voluntary turnover
Client outcome following implementation of structured employee-relations and retention initiatives.
50%
Faster time-to-hire
Result of improved recruiting processes, modernized HR systems, and targeted talent strategies.
Zero
Compliance violations
Federal and Joint Commission audit outcomes for clients supported by members of our senior team.
What leaders want to know first.
How often should an employer conduct an HR compliance review?
A focused annual review is a useful baseline, with additional reviews when employee counts, jurisdictions, benefit plans, ownership, operations, or legal requirements change.
Is the compliance checklist a legal audit?
No. Our checklist and HR review are practical compliance-management tools. We identify when a specific issue should be reviewed by employment counsel and can coordinate that handoff.
Can you help implement the recommendations?
Yes. Practical execution is a core difference in our approach. We can help update policies, build forms and workflows, train managers, organize records, and track completion.
Let’s clarify the next people decision.
In 30 minutes, we can discuss the issue, the risk, and whether Best Practices HR is the right partner.