Human Capital Risk Audit “Uncover Workforce Vulnerabilities Before They Become Financial Liabilities.” Company Name Website Industry Number of People Managers Total Employees Turnover % % Voluntary vs Involuntary Location Remote On-site Hybrid Name * First Name Last Name Email * Phone (###) ### #### Do you currently offer a wellness program? Yes No In process If yes, describe briefly 2023 Medical Premium Increase (%) 2024 Medical Premium Increase (%) 2025 Anticipated Medical Premium Increase (%) Number of Workman’s comp claims (last 36 months) Amount Currently in reserves? The number of medical/stress related leaves (last 36 months) Cost to backfill (approx range) Average cost of hire Employees show signs of exhaustion or disengagement Rarely Sometimes Often Always Performance issues tied to emotional, physical, or mental burnout Rarely Sometimes Often Always Managers are overburdened and unable to support direct reports well Rarely Sometimes Often Always Internal conflicts/employee relations issues have increased Rarely Sometimes Often Always Team morale is low or inconsistent Rarely Sometimes Often Always Are managers trained to identify and address early signs of burnout? Yes No Unsure Do your wellness investments align with your business goals (e.g., retention, innovation, capacity)? Yes No Unsure Internal Challenges (last 18 months) Layoffs or staff reductions Organizational restructuring or reorganization Leadership turnover (CEO, exec team, or department heads) Rapid hiring or scaling Mergers or acquisitions Major funding round (Seed, Series A/B/C, IPO prep) Budget cuts or department downsizing Strategic pivot or major shift in company direction Changes to employee benefits or compensation Implementation of new HR systems or operational platforms Remote/hybrid work transition or return-to-office shift DEI or cultural transformation initiatives Union activity or employee relations escalations Compliance audits or legal challenges (e.g., labor law, EEOC) New product launch or high-stakes deadline cycle Team morale issues or increased conflict Increased absenteeism or leave usage Leadership underperformance or burnout No major changes, but increasing stress signals across teams External Challenges (last 18 months) Economic downturn or financial market volatility Inflation impacting salary expectations or cost of benefits Industry-specific disruptions (e.g., supply chain, regulation) Increased competition or market saturation AI/automation shifts affecting roles or workloads Client or revenue loss Shifting customer expectations or demand Legal or compliance changes in your sector Public relations or brand reputation issues Global events (e.g., conflict, geopolitical instability) Environmental/climate-related disruptions Health-related concerns (e.g., post-pandemic policies, long COVID) Talent shortages or hiring difficulties Increased pressure from investors or board Political/social climate influencing team dynamics Changes in remote work laws or labor policy Media scrutiny or negative press No major external events, but growing uncertainty in our space What would it mean to your organization to reduce burnout-related costs by 10–20% over the next year? Select all that apply: We want to understand the ROI of wellness We need to reduce absenteeism or turnover We’re willing to pilot a new way of supporting our people We want to get more out of our current wellness spend We’re open to rethinking how we measure productivity Thank you!
