Start with the business question
Write down what prompted the review. Perhaps your documents have fallen behind, managers are handling things differently, or the business is growing. Identify the two or three outcomes that would make the work useful.
Make a simple document inventory
List the contract templates, handbook, policies and onboarding materials you use. Note when they were last reviewed and who owns each process. You do not need to send everything before the scope is agreed.
Look at everyday practice
Consider how managers record absence, review probation and handle performance conversations. A written process only tells part of the story; understanding how it is used helps identify practical improvements.
Protect employee information
Keep initial examples anonymous. Avoid sending medical information, grievances or other sensitive employee records through a general enquiry form. Agree a suitable way to share any necessary documents once the work is scoped.
Agree the next step
Ask for clear priorities, ownership and a manageable sequence of actions. Some changes may be straightforward to handle internally; others may need more detailed support.
Discuss an HR review