HR Function Audit · Telinno · April 2026

HRBP Process Intake

This form captures the current state of HR processes in your KAD — what exists, what is nominal, and what is absent. Answers feed directly into the full audit report. Be honest; the gaps identified here become the action plan.

Which HRBP are you? Select one

Amadou Guindo

KAD 1 — Equipment Vendors

ZTE, Nokia · Mali

Luvie Mafotsang

KAD 2 — Huawei, Regulators

Gov't · Cameroon

Adeniyi Oluwadimimu

KAD 3 — Tower Infrastructure

GICL, IHS, ATC · Nigeria

Bassira Abdou Laouali

KAD 4 — Telecom Operators

MTN, Airtel, Orange · Niger

HR Lead / CHRO

All KADs — Central

Organisation-wide view

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1. Compliance & Employment Law

Contracts, right-to-work, country obligations

Do all employees in your KAD have a signed employment contract?

No — significant gaps Partial — some missing Yes — all signed

Do you have visibility of employment law requirements for each country in your KAD?

No Partial awareness Yes — documented

Are payslips issued correctly and on time each month?

No Sometimes / inconsistent Yes — consistently

Notes on compliance gaps (optional)

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2. Workforce Planning & Structure

Headcount planning, org design, vacancy management

Does your KAD have a documented workforce plan aligned to business objectives?

No — reactive hiring only Informal / in someone's head Yes — documented

Are reporting lines and org structure clear and documented after the restructure?

No — still unclear Mostly — some ambiguity Yes — clear and communicated

Do open vacancies have a defined hiring process and timeline?

No Ad hoc Yes — structured process

Notes (optional)

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3. Recruitment & Selection

Sourcing, job descriptions, structured selection

Do roles being hired have a written job description or Job Success Profile?

No — verbal briefs only Some roles Yes — all roles

Is there a structured interview or selection process (scored, criteria-based)?

No — gut feel / informal Partially — varies by manager Yes — structured process

Notes (optional)

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4. Onboarding

First-day process, 30/60/90 day plans, role clarity

Do new hires receive a structured onboarding plan (30/60/90 day)?

No Informal introduction only Yes — documented plan

Do new hires have clarity on their role, KPIs and reporting line within week 1?

No Sometimes Yes — always

Notes (optional)

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5. Performance Management

Goal setting, reviews, underperformance handling

Do all employees in your KAD have documented performance goals for this year?

No Some — not consistent Yes — all employees

Are performance conversations happening at a defined cadence (monthly / quarterly)?

No — ad hoc or not at all Occasionally Yes — consistent cadence

Is there a process for managing underperformance (PIP, documented warnings)?

No — handled informally Inconsistent Yes — documented process

Notes (optional)

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6. Learning & Development

Training needs, capability gaps, development plans

Has a training needs analysis been conducted for your KAD in the last 12 months?

No Informally / partially Yes — documented

Do employees have individual development plans?

No For some Yes — all employees

Notes (optional)

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7. Employee Relations & Engagement

Grievances, flight risk, morale, HRBP visibility

Is there a documented grievance / disciplinary process employees are aware of?

No Exists but not communicated Yes — known and accessible

Have you identified any flight risks in your KAD since the restructure?

Yes — named individuals Suspected / unsure No known flight risks

Have you completed individual 1:1 transition conversations with all your people post-restructure?

No Some completed Yes — all done

Notes (optional)

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8. HR Data & Reporting

HRIS, people data quality, HR metrics

Do you have a reliable, up-to-date record of all employees in your KAD (HRIS or equivalent)?

No — it's in spreadsheets / emails Partial — gaps and errors Yes — reliable and current

Can you produce a headcount, attrition, or vacancy report for your KAD on demand?

No With effort / manually Yes — readily available

Notes (optional)

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9. HRBP Mandate & Operating Rhythm

Clarity, tools, cadence, escalation

Do you have a written HRBP operating charter — what you own, decide, escalate?

No Verbal / informal understanding Yes — documented

Do you have a regular HRBP sync with the HR lead or CEO?

No — no scheduled touchpoint Occasional / ad hoc Yes — weekly or fortnightly

Do you have the tools you need to do your job (templates, systems, budget)?

No — operating without tools Some — significant gaps Yes — well equipped

What is the single biggest blocker to you doing your job effectively?

Results are generated instantly from your answers. Nothing is sent externally.

HRBP Process Intake

HR Function Audit Report