The HR Check-In Every CEO Should Schedule Quarterly
- serena640
- 11 hours ago
- 3 min read
Quarterly HR check-ins aren't just for HR. For CEOs, they’re a strategic tool to stay ahead of staffing issues, compliance risks, and operational blind spots. Learn what smart leaders cover in these 30-minute check-ins and how it pays off in the long run.
Running a business means juggling a thousand moving parts: strategy, sales, budgets, growth. But one area that often gets pushed aside is people. And not just employee satisfaction or morale, we’re talking about the entire health of your workforce, operations, and systems. That’s where a quarterly HR check-in comes in. Let’s see why every CEO should schedule this quarterly HR check-in.
Staffing Assessment
Start with the basics:
Step 1: Who’s been hired or exited?Step 2: Are there any critical roles still unfilled?Step 3: Who’s showing signs of burnout or disengagement?This helps you spot trends early like high turnover in a particular department or a hiring bottleneck. It also gives you insight into whether your staffing plan is keeping pace with your growth goals.
Performance Trends and Red Flags
HR has a front-row seat to performance reviews, manager feedback, and productivity patterns. Use this meeting to find out who’s consistently performing, who needs support and are there recurring issues with specific teams or supervisors? These aren’t just metrics, they’re warning signs. Catching them quarterly lets you course-correct before bigger issues arise.
Policy and Compliance Updates
Laws change. Requirements shift. And what was “fine” last year might not fly today. Your HR team is tracking it all, and a quarterly check-in ensures:
✅ Your business stays compliant✅ Policies are up-to-date✅ You’re not at risk for costly missteps
Payroll, Benefits, and Budget Alignment
Payroll is one of your biggest expenses. Benefits, bonuses, and wage adjustments also add up quickly. In your HR check-in, review if you’re staying on budget. Also check if there are any overages or underutilized programs and make note of any upcoming raises, renewals, or vendor changes required. This is also a good time to review headcount vs. financial targets.
Training and Support
Whether it’s onboarding new hires or helping managers improve, training is an investment. During your check-in, find out what training or support has been offered, are managers getting what they need to lead well and where are employees struggling to keep up with changes.You don’t need fancy programs, just make sure your people have what they need to do the job right.
What’s Not Being Said
This is the one CEOs often miss. Ask your HR partner:
What do I not know that I should?What issues are coming up, even if no one’s brought them to me directly?HR often hears whispers long before issues explode. Proactive listening helps you stay ahead.
Why It Matters
You don’t need to be involved in the day-to-day of HR. But checking in every quarter ensures: ✅ Your team is aligned ✅ Risks are being managed ✅ Growth isn’t slowed by avoidable people problems
It also sends a clear message: People matter here. Systems matter. We’re building this business the smart way.
Conclusion
Don’t make it a formality. Treat your HR check-in like a strategy meeting. Come prepared, ask sharp questions, and be ready to act. Because the strongest companies aren’t just led from the boardroom, they’re powered by a workforce that’s running smoothly behind the scenes.
At Executive Compass, we help CEOs and business leaders align their people strategy with business goals without the guesswork. From talent planning to compliance and organizational development, we provide hands-on HR support and strategic insight to help you lead with confidence. If you’re ready for a smarter way to manage your workforce, let’s talk.
Call 760-504-6352
Email to serena@execucompass.com