HR Expert Hiring Checklist

Define your HR need: compliance audit, policy creation, recruiting, HRIS, culture, compensation

HR is broad — a generalist handles routine matters; specialists handle complex ones.

Identify your employee count and states of operation

HR compliance requirements vary significantly by company size and state.

List current HR issues or risks (misclassification, no handbook, missing policies)

Known risks shape the scope and urgency of the engagement.

Identify whether you need ongoing fractional HR or a one-time project

Shapes pricing, scope, and how you evaluate candidates.

Gather current employment documents (offer letters, handbook, contractor agreements)

A good HR expert will review existing materials before recommending changes.

Confirm relevant HR certifications (SHRM-CP, SHRM-SCP, PHR, SPHR)

Certifications signal structured knowledge of federal and state employment law.

Ask about experience with companies at your stage and headcount

HR for a 5-person startup is different from HR for a 200-person company.

Ask about multi-state compliance experience if you have remote employees

Remote work creates complex multi-state tax and employment law obligations.

Request examples of HR policies or handbooks they've created

Quality of work product directly signals the quality of their expertise.

Clarify whether they work with an employment attorney for legal review

Good HR advisors know where HR ends and employment law begins.

Conduct an HR compliance audit in the first 30 days

You need to know your risk exposure before taking on new initiatives.

Document all policy decisions with rationale and effective dates

Policy history is essential for defending employment decisions.

Involve leadership in culture and compensation work

HR initiatives without leadership buy-in consistently fail.

Establish a process for updating policies as laws change

Employment law changes frequently — a static handbook becomes a liability.

Ensure employee acknowledgment of any updated policies

Employees must acknowledge policies for them to be enforceable.

Receive all deliverables in editable formats (not just PDFs)

You'll need to update policies over time — editable files are essential.

Ensure HRIS and employee records are properly organized and transferred

Employee records must be retained for specific periods — don't lose them at transition.

Establish ongoing compliance review cadence with a new advisor if needed

HR compliance is ongoing, not a one-time project.

Get documentation of any open issues or risks that weren't resolved

Future advisors need to know what was identified and left open.