HR Foundations & Compliance
For contracts, policies, employee handbooks, onboarding, records and core HR processes.
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HR Infrastructure Review
HR Audit & Infrastructure Review for Nigerian Businesses
Start with a clear picture of what you already have, what is missing and what carries real risk.
Many growing businesses do not have an HR problem so much as an HR visibility problem. Contracts were issued at different times. Policies exist in some areas and not others. Processes developed informally. Statutory obligations may have changed as the organisation grew.
The HR Infrastructure Review brings those pieces into one picture.
Why start here
Diagnose before you redesign.
What looks like a performance-management problem may begin with unclear roles. What looks like a policy issue may reveal a more important gap in contracts, employee records or compliance. A review helps the business understand the system before committing time and money to the wrong fix.
The objective is not to produce a long report for its own sake. It is to give leadership a practical baseline and an order of priority.
An HR Review may be useful if…
- your contracts, policies and employee records were created at different times and no longer feel consistent;
- the business has grown but the HR processes have not grown with it;
- leadership is unsure which people risks are genuinely urgent;
- managers rely heavily on judgement because processes are undocumented;
- you are preparing for further growth, investment, a leadership change or a broader HR rebuild;
- you want an independent view before spending money on new HR systems or documents.
Scope
What we review
Depending on the agreed scope, the review can cover:
- existing HR documentation, processes and systems;
- employment contracts and offer documentation;
- employee handbook and core HR policies;
- employee records and documentation practices;
- onboarding and people-process consistency;
- relevant PAYE, pension and employment obligations;
- organisation and role clarity where relevant;
- existing performance and people-management practices;
- exit, discipline and grievance processes;
- the practical ability of managers or HR staff to operate the current system.
Deliverables
A clear view of what matters first.
You receive:
- a written gap and risk assessment;
- issues ranked by materiality rather than presented as one undifferentiated list;
- prioritised recommendations;
- a practical roadmap showing what to address first, next and later;
- a leadership debrief to walk through the findings and answer questions.
Process
A focused diagnostic, not a generic consulting cycle.
01
Scope
We agree the business context, workforce profile, immediate concerns, existing material and boundaries of the review.
02
Evidence review
We examine the relevant documentation, records, processes and people practices already in place.
03
Assessment
We identify material gaps, inconsistencies and risks, taking account of Nigerian requirements and what an organisation of your size and stage reasonably needs.
04
Findings & roadmap
Leadership receives the written assessment, priorities and practical sequence for addressing what matters first, next and later.
A complete engagement in its own right.
The review does not lock you into another FormWork project.
You can implement the roadmap internally, take it to another adviser or ask FormWork to help build the systems it identifies. The value of the review should stand even if no further work follows.
QUESTIONS
Frequently asked questions
How long does an HR Infrastructure Review take?
Typically two to four weeks, depending on the number of employees, the scope and how much existing documentation there is to review. We confirm the expected timeline before starting.
How much does it cost?
Scope varies by organisation size and the amount of material to review, so we quote after an initial conversation rather than publishing a fixed price. You will receive a clear scope and fee before work begins.
Do we have to continue with FormWork afterwards?
No. The review is a standalone piece of work and the roadmap is yours. You can implement it internally, use another adviser or ask FormWork to support the next stage.
What will you need from us?
Access to relevant HR documents, a conversation with leadership and, where useful, short discussions with the person or people currently responsible for HR or people matters. We agree the evidence required at the beginning of the review.
Is this legal advice?
No. FormWork provides HR and organisational advisory. Where a matter requires legal opinion or representation, we will say so and recommend that the organisation engages appropriately qualified legal counsel.
What may come next
If the review identifies a build requirement
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