Free HR Consulting Form Template
An HR consulting form covers handbook update goals, role classification details, contractor to W-2 plans, and your first step for handling harassment complaints.
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Policy rules get tested at the exact moment nobody wants to debate wording, so the hard part is getting the facts down before a handbook tweak turns into a wage-and-hour problem or a complaint you can’t unpick. The HR consulting form in Stark Street HR asks for the details an HR consultant needs to scope an employee handbook update and related compliance work, with leather-rust accents under Zilla Slab headings and Inter body text.
The form starts with Employee handbook intake, which explains what gets reviewed and what happens next. Tell me about the work points the client at the few details that actually change scope, price, and schedule, then the questions get specific: the outcome they want from the update, which salaried roles exist and how many hours those roles really work, whether contractors are in play or moving to W-2, and what the first response looks like when a harassment complaint lands.
- Employee handbook intake Sets expectations for what the intake covers and notes that the consultant reviews the answers and follows up with a proposed scope and estimate.
- Your name Collects the contact name tied to the request.
- Tell me about the work Prompts the details that change scope, price, and schedule before the specific handbook and classification questions.
- What outcome do you want from the handbook update? Records the target for the update, including an option for “Not sure, please advise”.
- If someone complains about harassment today, what do you do first? Captures the current first step so the response process can be reviewed against the handbook and practice on the ground.
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What this form contains
| Part | What it covers |
|---|---|
Employee handbook intake | Introduces what the intake is collecting for a handbook update, classification review, and compliance work, and says the consultant will review and follow up with a proposed scope and estimate. |
Your name | Collects the requester’s name as a required field so the intake stays tied to a person. |
Email address | Captures a required email address for follow-up about scope and next steps. |
Phone number | Adds an optional phone number when a call works better than email for clarifying details. |
Tell me about the work | Frames the intake around the few answers that change scope, price, and schedule, so the client doesn’t guess what matters. |
What outcome do you want from the handbook update? | Asks the client to pick the target for the handbook work, from Oregon-only essentials through a full rewrite, with an option to ask for guidance. |
List your salaried job titles and typical weekly hours | Collects role titles and typical weekly hours to support exemption and classification review. |
Tell me about contractors you use or plan to convert to W-2 | Documents contractor use and planned conversions so the handbook and compliance scope can account for worker type changes. |
If someone complains about harassment today, what do you do first? | Records the current first response to a harassment complaint, which helps align policy wording with what actually happens in the moment. |
Who it is for
HR consultants and policy & compliance advisors who need an intake for employee handbook updates, classification review, and contractor-to-W-2 questions.
Questions about this form template
What should an HR consulting intake form ask for before updating an employee handbook?
An HR consulting intake form should ask what outcome the client wants from the handbook update and gather the facts that change scope, price, and schedule. This template also collects role and worker-type details that affect compliance work.
What information helps with exempt vs non-exempt classification review?
Job titles and typical weekly hours help start a classification conversation, because the review depends on how a role actually works in practice. This form includes a required question to list salaried titles and weekly hours.
Should an intake form ask about contractors and converting them to W-2?
Contractor use can change the compliance and handbook scope, especially when a business plans to move people into employee status. This template asks about contractors and any plan to convert them to W-2.
Why ask what happens first when a harassment complaint comes in?
The first step reveals the real response path, which needs to match the handbook and the way managers actually act under pressure. This form captures that first action in plain language so it can be reviewed against policy.
Do I need to include phone number on an HR intake form?
A phone number can be optional, because email often covers initial scoping and follow-up. This template makes phone number optional while keeping name and email required.
Where do form responses go after someone fills it out?
The responses get collected in Plutio, so the consultant can review them in one place. Nothing else has to be connected to receive the answers.
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