HR Compliance and Risk Management
Structured guidance when defensibility matters.
Small HR gaps can become costly exposure over time
As teams grow, awards, contracts, policies, and documentation often fall behind day-to-day reality — increasing the risk of inconsistency, underpayment issues, or challenge.
Strategic HR Australia helps businesses review and strengthen their HR compliance and governance obligations under the Fair Work Act 2009 and modern awards, and provide practical steps to close gaps without creating unnecessary bureaucracy.
When You May Need HR Compliance and Risk Management
Compliance problems rarely appear overnight. Most build quietly through unclear practices, outdated documents, or inconsistent decisions. You may need HR compliance and risk management if:
You’re not sure whether your contracts still reflect current obligations.
You’ve grown in the last 12–24 months and HR hasn’t caught up.
You suspect award classifications or pay practices may be inconsistent.
Policies exist, but managers apply them differently.
Record keeping feels patchy or decentralised across teams.
A recent complaint, resignation, or performance issue exposed gaps in process.
You want confidence your decisions would hold up if challenged.
You’re relying on “how we’ve always done it” and it no longer feels safe.
Why HR Compliance and Risk Management is Important
Compliance
Misalignment with the Fair Work Act 2009, modern awards, or record-keeping obligations can increase exposure to underpayment claims, disputes, and penalties — even where intent is good.
Culture
When rules are unclear or applied inconsistently, trust erodes. People notice uneven treatment quickly, and managers lose confidence in how to act fairly.
Business
Drift creates distraction and rework. Leaders spend more time firefighting, decisions take longer, and avoidable issues escalate into formal matters that consume time and money.
When compliance and culture align, decisions become defensible and businesses become resilient.
What Strategic HR Australia Does (and Does Not Do)
We Do:
Review contracts, policies, and core HR documentation for alignment and gaps
Clarify key compliance obligations (Fair Work Act 2009 and modern awards)
Identify governance risk areas and prioritise what to address first
Provide practical recommendations and implementation support
Strengthen manager consistency through clear process and documentation standards
Offer two levels of review: visibility (online audit) and defensibility (full audit)
We Do Not:
Provide legal advice or act as your legal representative
Deliver generic templates without context or implementation guidance
“Tick and flick” compliance checks that ignore operational reality
Take sides — the focus is fair, defensible practice for the business and its people
We identify risk, clarify obligations, and strengthen governance where it matters most.
The Critical Areas HR Compliance Covers
Contracts & Industrial Relations
Employment contracts and position descriptions
Award interpretation and application
NES alignment
Termination clauses and procedural fairness
Compliance with the Fair Work Act 2009
Pay & Record Keeping
Classification accuracy
Overtime and allowances
Timesheet integrity
Payroll documentation
Underpayment exposure risk
Policies & Procedures
Policy currency and legal alignment
Investigation and grievance procedures
Performance management processes
Delegation clarity and documentation standards
Workplace Practices & Development
Manager capability and consistency
Documentation habits
Warning processes and performance plans
Governance maturity
Culture & Governance
Leadership accountability
Structural clarity
Decision-making consistency
Alignment between written policy and operational reality
We don't overwhelm with theory. We make risk visible, measurable, and manageable.
Two Levels of HR Compliance Review
Visibility: HR Compliance Audit
This short online self-assessment provides a structured snapshot of your most critical compliance areas.
The audit:
Takes approximately 10 minutes
Covers the five core compliance areas
Provides instant on-screen results
Delivers a personalised PDF report to your inbox
Identifies compliant, partially compliant, and at-risk areas
Includes practical next-step guidance
It is designed to provide clarity. For many businesses, it’s the first step from assumption to visibility.
Defensibility: Comprehensive HR audit
For businesses experiencing growth, restructuring, regulatory complexity, or internal strain, a deeper review is required.
This comprehensive governance assessment includes:
Structured pre-review questionnaire
On-site consultation to understand operational realities
Detailed review of contracts, awards, policies, and documentation
Identification of compliance gaps and governance risks
Formal written report with prioritised recommendations
Follow-up session to walk through findings and implementation pathways
This is not a checklist exercise. It is a leadership clarity process, ensuring that documentation, processes, and legal obligations align with how your business actually operates.
Noticing drift early is far easier than defending it later.
Outcomes You Can Expect
Clear visibility of where compliance drift is emerging
Prioritised next steps that reduce risk without overcomplication
More consistent, defensible people decisions
Stronger documentation and governance discipline
Managers supported to act fairly and confidently
Reduced escalation into disputes or formal processes
Proven HR Success
by the Numbers
Why Strategic HR Australia
You don’t need a call-centre helpline. You need structured, experienced judgement.
Strategic HR Australia provides:
Plain-English interpretation of complex legislation
Practical, real-world solutions
Independent and objective assessment
Clear prioritisation — what to fix now, what can wait
Support that aligns with your operational reality
We bring clarity.
We build confidence.
We protect your business while respecting your people.
How HR Compliance and Risk Management Differs from Other Services
HR compliance and risk management is for preventing and correcting compliance drift through structured review and governance clarity.
If you’re dealing with a live complaint or misconduct issue, Workplace Investigations may be the better fit.
If you need ongoing embedded support across multiple HR areas, Fractional HR Support may be more suitable.
Who HR Compliance and Risk Management is For
Best for
Business owners without HR who want confidence things are set up properly
Managers wearing the HR hat who need expert backup and structure
HR teams who need an external specialist to review risk and strengthen governance
Not ideal if
You only want a document “once off” with no guidance or implementation support
You’re looking for legal representation rather than HR compliance support
You want a quick answer without reviewing how your business actually operates
Strong governance protects strong businesses
If you’re not sure whether your HR governance has kept pace with your growth, a conversation is often the most efficient starting point.
Page FAQs
Is HR compliance and risk management a legal advice?
No. We provide HR compliance support and practical guidance. If legal advice is required, we’ll recommend you obtain it, and we can help you prepare the HR context and documentation.
What’s the difference between the online audit and the full audit?
The online audit provides visibility across five critical areas. It is an online self-assessment via questionnaire.
The full audit provides defensibility through a deeper review of documentation, obligations, and operational reality. It is an in-depth assessment, including on onsite visit and formal report.
What areas does the HR Compliance Audit cover?
The audit covers five critical compliance areas: Contracts & Industrial Relations, Pay & Record Keeping, Policies & Procedures, Workplace Practices & Development, and Culture & Governance.
How long does the full HR audit take?
Timing depends on size and complexity. After an initial discussion, we confirm scope and a clear timeline.
We’ve never had an HR issue — do we still need this?
Many businesses don’t notice risk until something triggers scrutiny. This service is designed to prevent escalation by identifying drift early.
Can you help us implement the recommendations?
Yes. We can update documentation, help embed processes, and support managers so improvements hold in day-to-day practice.