Let’s talk leadership.
Whether you’re running a multimillion-dollar company or growing a local business with heart, one truth stays the same: Your people are your power. And the team behind your people? That’s your HR department.
Now, I get it — HR can feel like the “back office.” It’s not always flashy. It’s not always front-and-center. But it is the foundation of your company’s stability, compliance, and culture. When HR runs smoothly, it prevents fires before they start. When it doesn’t? Well… lawsuits, fines, turnover, and burnout are just a few of the things that can knock on your door.
So here’s my challenge for you — whether you’re a CEO, executive, or business owner:
Pull your HR lead into your office this week and ask these 5 questions.
They’re simple, but they might reveal more than you expect.
1. Are We Fully Compliant With 2025 Labor Laws?
Let’s not sugarcoat it — the law changes fast. From pay transparency to AI in hiring to new overtime rules, 2025 is bringing a wave of updates. And compliance isn’t just about checking a box — it’s about protecting your business.
What to listen for:
- Updates to handbooks and job descriptions.
- Awareness of federal, state, and local changes.
- Confidence in current practices (if you hear hesitation, it’s time to dig deeper).
2. When Was Our Last HR Audit?
Would you fly a plane that hasn’t had an inspection in years? Of course not. So why run a business without reviewing the systems that protect your people and your profits?
HR audits check for risks, gaps, and outdated practices — everything from FMLA procedures to wage classifications.
What to listen for:
- “We just had one done” = fantastic
- “I think it was a few years ago…” = red flag
- “What’s an HR audit?” = call me immediately
3. How Are We Documenting Performance & Discipline?
Let me say it again: Document, document, document.
I’ve seen businesses lose unemployment claims, wrongful termination cases, and even EEOC battles because they meant well — but had no paper trail to back it up.
What to listen for:
- Standard forms and processes.
- Clear manager guidance.
- Consistency in follow-through.
Need help here? I’ve a MI-SHRM presentation clip on this one!
4. Do Our Managers Know What They Can (and Can’t) Do?
Oh, the stories I could tell. Let’s just say not every manager understands labor law — or even basic do’s and don’ts of performance conversations. Training is essential.
What to listen for:
- Manager training schedule.
- Refresher courses or legal briefings.
- Evidence that HR is coaching leaders, not just cleaning up after them.
5. Are Our Policies, Job Descriptions & Practices Current?
Policies aren’t just a formality. They’re your first defense in a legal dispute — and a roadmap for employee expectations. But if they haven’t been updated in 3+ years, you might be working off expired protection.
What to listen for:
- Handbook updates (especially in the last 12–18 months).
- Job descriptions that reflect real duties and legal classifications.
- Alignment between what’s on paper and what’s happening in practice.
Why This Matters More Than Ever
Here’s the truth: HR isn’t just about hiring and firing.
It’s about protecting your company from unnecessary risk. It’s about making your workplace work. And as a CEO or business leader, you don’t have to manage HR — but you do have to lead it.
These 5 questions can spark real insight. They might uncover a blind spot, reveal a strength, or help your HR team feel more supported. Either way, it’s a win.
Let’s Get You Ready for Q3
If you read this and thought, “We’re overdue for a deeper look…” — you’re not alone.
That’s why I’m offering a free 10-minute CEO Briefing this month.
We’ll review your biggest risks, your greatest opportunities, and how Expert Human Resources can help protect your business and elevate your HR strategy.
Because when your HR is strong, your business is unstoppable.
#HRLeadership #ExpertHumanResources #VanessaGNelson #CostlyHRMistakes #HRAudit #SmallBusinessSupport #CEOTips #WorkplaceCompliance #HR2025
