Dear Sunita,
Here's my suggestion, make a snapshot of these and include the vital information related to each policy. Please identify the core message from each of them with any specification such as a legal standards to be maintained and escalation matrix to be followed.
Your presentation should give them a brief over view , yet exact information about the policies. The handbook would have all the details, hence you can consider to include the page number to the policy, as a reference, in the footnote.
Prepare for the business implication of each policy, such as, if there is a leave policy that shares 36 days of annual earned leaves implies, 2.5 days earned each month. This would be credited at the end of the month and can be availed from the existing balance. This will have a direct impact on the work allocation, as the business leaders may need to maintain a buffer in the talent pool , in-case an employee avails the balance leaves.
Keep an open forum to discuss , as the leaders will have far more views and inputs to the challenges or any requirement to the structure you have made. Call it Version 1.1 or whichever, but stay focused on the live feedback you receive. Reach out for the inputs from the operation's team. Suppose you may have designed for a payslip to be distributed by 10 or 15th of the month. Whereas , they may find it easy to receive it on mail with a disclaimer, right on the salary day. Hard copies can be collected on request, if required by them. Same for Sodexho passes or food coupons, if you have designed for them.
Wish to hear from you, before we can make more suggestions