Workforce Clarity & Payroll Integrity™: Review of Payroll & HR Practices

Level 1: Rapid Assessment

Best for: Leadership seeking a clear, grounded understanding of current payroll and HR practices, and where attention may be needed.

Includes:

  • Collaborative document review, guided by a discussion of what information is available and how payroll and employee records are currently maintained

  • Conversations with leadership and key staff to understand how payroll practices, documentation, and approvals are working day to day

  • Practical walkthrough of current payroll processes, including how decisions are made, documented, and communicated across roles

  • Focused review of areas of risk and inconsistency, based on both documentation and what is shared through conversations

  • Clear, written summary of key observations, grounded in what was seen and heard throughout the process

  • Prioritised next steps, identifying areas for immediate attention as well as practical opportunities for strengthening processes over time

This phase is intended to provide clarity without judgment, supporting leadership to understand current practice and identify where additional structure or support may be helpful.

Level 2: Assessment + Implementation Support

Best for: Communities that have the internal capacity to move forward and are looking for structured, practical support in implementing changes in a way that fits their context.

Includes everything in Level 1, plus:

  • Collaborative working sessions to walk through findings and translate them into practical next steps

  • Guided review of employee documentation practices, including what should be in place and how to organize and maintain complete files

  • Support in clarifying payroll and HR documentation expectations, including roles, approvals, and record-keeping practices

  • Working sessions with leadership and key staff to align on payroll processes, responsibilities, and accountability

  • Practical guidance to support implementation, including discussion-based walkthroughs rather than pre-set templates

  • Check-in sessions to support progress, troubleshoot challenges, and adjust the approach as needed

  • Summary and alignment session with leadership to confirm direction, priorities, and next steps

This level focuses on building shared understanding and practical approaches that can be sustained internally, rather than introducing pre-packaged tools or materials.

Level 3: Assessment + Ongoing Partnership

Best for: Communities that would benefit from ongoing support in moving from findings to action, and in strengthening practices over time in a way that reflects their structure, capacity, and priorities.

Includes everything in Levels 1 and 2, plus:

  • Ongoing one-on-one support with key staff (e.g., payroll, finance, HR, or leadership) to work through implementation in real time, including decision-making, documentation approach, and day-to-day questions

  • Facilitated small group working sessions with managers and staff to build shared understanding of payroll responsibilities, documentation expectations, and practical application in their roles

  • Collaborative policy and handbook development support, working alongside leadership and staff to review, adapt, and clarify expectations rather than introducing pre-written materials

  • Manager-focused sessions to strengthen accountability around time, leave, approvals, and documentation, with space for discussion, questions, and alignment

  • Ongoing check-ins and guided review of progress, including revisiting key areas of risk, confirming what has been implemented, and adjusting approaches as needed

  • Follow-up review (approximately 3–6 months) to reassess payroll practices, employee documentation, and overall consistency, and to identify any remaining gaps or new priorities

This level is grounded in ongoing relationship and shared learning, supporting the community to strengthen practices in a way that is realistic, sustainable, and aligned with how the organization works in practice.

Engagement Options & Pricing

Level 3: Assessment + Ongoing Partnership

Best for: Communities that would benefit from ongoing support in moving from findings to action and strengthening practices over time.

Investment:

  • Small organizations: $20,000 – $30,000

  • Medium organizations: $30,000 – $45,000

  • Large organizations: $45,000 – $65,000+

This level includes continued engagement with leadership and staff through working sessions, one-on-one support, and follow-up review to ensure changes are practical, sustainable, and consistently applied.

We offer a structured approach to support leadership in understanding and strengthening payroll and HR practices. Engagements are designed to reflect the size, complexity, and capacity of each organization.

Level 1: Rapid Assessment

Best for: Leadership seeking a clear, grounded understanding of current payroll and HR practices, and where attention may be needed.

Investment:

  • Small organizations: $7,500 – $10,000

  • Medium organizations: $10,000 – $15,000

  • · Large organizations: $15,000 – $22,000

This phase focuses on developing a clear picture of current practice and identifying priorities for action.

Level 2: Assessment + Implementation Support

Best for: Communities with internal capacity who are ready to begin strengthening practices and would benefit from structured, practical support.

Investment:

  • Small organizations: $12,000 – $18,000

  • Medium organizations: $18,000 – $25,000

  • Large organizations: $25,000 – $35,000

This level includes working alongside leadership and staff to translate findings into practical steps, clarify documentation expectations, and support alignment across roles.

Additional Support (Optional)

Depending on your needs, additional support can be provided alongside any level:

  • Follow-up reviews (3–6 months): $3,000 – $10,000

  • Additional working sessions or workshops: $3,500 – $8,500

  • Ongoing advisory support: scoped based on needs

Approach to Pricing

Each engagement is scoped with care. Factors that influence pricing include:

  • Number of employees and departments

  • Complexity of payroll and reporting structures

  • Availability and condition of documentation

  • Level of access to leadership and staff

  • Desired level of ongoing support

A final scope and fee will be confirmed following an initial conversation.

Our Commitment

This work is grounded in relationship, respect, and practical application. The goal is not to introduce generic tools or off-the-shelf solutions, but to support leadership in strengthening payroll and HR practices in a way that reflects how the organization operates and what is sustainable over time.