People strategy audit

Strategic HR Solutions Designed to Support Every Stage of Growth

Top view of a workspace with HR audit checklist on a clipboard, a black pen, a small potted cactus, and part of a laptop on a white desk.

Start with clarity: the people strategy audit

The People & Leadership Strategy Audit helps growing organizations uncover hidden people risks, leadership gaps, and misalignment—then delivers a clear roadmap to scale with confidence.

The Problem

Most growing organizations don’t fail because of bad products or weak demand. They struggle because their people systems and leadership capabilities haven’t kept pace with growth.

You may be experiencing:

  • Inconsistent leadership behaviors across teams

  • Rising or regrettable turnover

  • Manager burnout or underperformance

  • Culture drift as the organization grows

  • Reactive HR decisions instead of strategic ones

  • “We know something’s off, but we can’t pinpoint it”

Hiring more HR or launching random training won’t fix this.

Clarity will.

What is the people strategy audit?

Businesswoman giving a presentation to a diverse group of four colleagues in a meeting room with a large window, using a screen displaying icons of people, communication, and travel.

The People & Leadership Strategy Audit is a comprehensive diagnostic that evaluates how your people, leadership, and HR infrastructure align with your business strategy.

It is not a compliance checklist.
It is not a surface-level assessment.

It’s an executive-level analysis designed to answer one critical question:

Do our people and leaders have what they need to support where the business is going next?

What We Assess

Various papers, a pen, and a notebook spread on a white wooden surface, including a filled form, a notebook, and some receipts.

The audit examines six core areas:

1. Business & Growth Alignment

  • Business goals and growth trajectory

  • Leadership readiness for scale or change

  • Strategic priorities vs. people capacity

2. Leadership Capability & Effectiveness

  • Manager and leader readiness

  • Decision-making effectiveness

  • Accountability and ownership

  • Leadership consistency across the organization

3. Organizational Design & Talent Structure

  • Role clarity and decision rights

  • Span of control and structure

  • Talent gaps and risk areas

4. Workforce & Talent Risk

  • Turnover drivers and retention risks

  • Critical role dependency

  • Succession and bench strength

5. Culture & Engagement Drivers

  • Alignment between stated values and behaviors

  • Engagement risks and friction points

  • Change fatigue and burnout indicators

6. HR Strategy & Infrastructure

  • HR maturity and effectiveness

  • Systems, processes, and governance

  • Where HR is reactive vs. strategic

What you receive

At the conclusion of the audit, you’ll receive:

  • Executive People & Leadership Strategy Report

  • Clear summary of risks, gaps, and opportunities

  • 12-Month People Strategy Roadmap

  • Prioritized recommendations tied to business outcomes

  • Leadership and organizational readiness insights

  • Immediate actions vs. longer-term initiatives

  • Executive debrief session with Q&A

This gives leaders clarity, alignment, and direction—not just data.

How it works

  1. Discovery & Intake
    Stakeholder conversations, document review, and targeted data collection

  2. Assessment & Analysis
    Deep evaluation across leadership, talent, structure, and HR strategy

  3. Executive Debrief
    Walkthrough of findings, risks, and strategic priorities

  4. Roadmap Delivery
    A clear, practical plan for what to fix, build, or strengthen next

What happens after the audit

Some clients use the roadmap internally.
Others want support executing it.

If needed, we offer two strategic paths:

There is no obligation—the audit stands on its own.

An open office space with high ceilings, large windows, and modern furniture. Four people are working at a long table with laptops and papers. There are workstations with screens and chairs on both sides, and a mirrored ceiling with neon lighting.

You have the clarity.

now it’s time to decide how to move forward.

The People & Leadership Strategy Audit revealed where your organization is strong—and where there are misalignments, leadership gaps, or people risk could limit growth. The next step is choosing the level of support that best fits your organization:

  • Not every organization needs the same level of support.

  • Some leadership teams want guidance and accountability while they execute internally.

  • Others need a senior people leader embedded to drive strategy into action.

  • Both are valid. The right choice depends on your capacity, urgency, and complexity.

There is no one-size-fits-all solution. That’s why we offer two strategic engagement paths.

ready to move forward?

Choose the path that fits your organization today—and/or schedule a conversation to decide together.

  1. Begin with the People Strategy Audit

  2. Explore Strategic Advisory

  3. Partner for Fractional Strategy

Strong people strategy doesn’t stop at insight. It succeeds through intentional leadership and execution.

Schedule a Strategy Alignment Call