Use a Framework That Turns Your HR Strategy Into Action

Great businesses are built on great people. But supporting your people goes beyond payroll and policies—it requires a thoughtful HR strategy that aligns talent with purpose. When HR is working strategically, it helps employees feel connected, valued, and empowered to grow right alongside the business.

An effective HR strategic plan serves as a roadmap to create that kind of environment. It brings clarity to your goals, ensures your people practices are aligned with company objectives, and turns culture into a competitive advantage. Whether you’re scaling quickly or navigating change, assessing your HR function is the first step toward building a stronger, more resilient organization.

In this article, we’ll break down the essential categories of an effective HR strategy assessment, why each matters, and the key actions HR leaders should take to elevate their function—from people strategy and employer branding to HR retention strategies and process optimization.

What is an HR Strategy?

An HR strategy is a long-term plan that aligns your people operations with business goals to drive performance, engagement, and retention.

Pause, Reflect, Realign: Why HR Strategy Check-Ins Matter

When people are your greatest asset, your HR strategy should be your greatest strength. But in the rush of daily operations, it’s easy for HR teams to focus on the urgent instead of the important. A strategic assessment helps you step back, see the bigger picture, and ensure your people strategy is truly working in service of your business goals.

An HR strategy assessment isn’t just about identifying gaps—it’s about uncovering potential. It invites reflection, alignment, and momentum. It helps you connect the dots between where you are and where you want to go—whether that’s streamlining payroll processing, improving employee engagement, navigating growth, or building a more inspiring HR employer branding approach.

At its best, an HR assessment gives your team clarity and confidence. It creates space for conversations that might not otherwise happen and helps HR leaders elevate their role from service provider to strategic partner.

HR assessments are not one-size-fits-all. The best tools are structured yet flexible, allowing for reflection and roadmap development based on your organization’s stage and priorities.

6 Pillars of a Strong HR Strategy

The most impactful HR strategies are the ones that reach across the entire organization—touching not just policies and processes but also culture, connection, and purpose. Our assessment framework is built around six key pillars that capture the full scope of an effective, people-centered HR function.

These pillars aren’t just about operational excellence—they reflect the deeper belief that when people feel supported and aligned, they show up with energy, commitment, and creativity. And that’s where transformation begins.

1. People Strategy & Workplace Planning: The Foundation of an HR Strategy

Before you can build a thriving organization, you need to understand who you have, what you need, and where you’re going. The first pillar is all about aligning your people strategy with your business vision—so you’re not just reacting to talent needs, but planning for them with intention and foresight.

What’s covered:

• Alignment of HR and business goals
• Headcount forecasting
• Succession planning
• Talent strategy integration

2. Talent Acquisition & Employer Branding: First Impressions That Last

Hiring isn’t just a process—it’s a first impression. The way you attract and welcome talent sets the tone for everything that follows. This pillar helps you craft a candidate experience and employer brand that reflects your culture and invites the right people to grow with you.

What’s covered:

• Structured recruiting process
• Employer Value Proposition (EVP)
• Applicant tracking
• Candidate experience
• Onboarding process

3. Compensation & Benefits: Show People What You Value

What you offer your employees speaks volumes about what you value. This pillar focuses on building a total rewards strategy that’s fair, competitive, and aligned with your people’s real needs—because when compensation reflects both market data and human priorities, everyone wins.

What’s covered:

• Compensation benchmarking
• Employee benefits strategy and communication
• Incentive plans
• Pay equity audits
• Payroll & benefits administration

<< Grade your company’s HR strategy with this free template. >>

4. Culture, Engagement & Employee Experience: Fuel Belonging & Growth

Culture isn’t what you say—it’s what people feel. This pillar dives into the heart of your organization’s employee experience, helping you foster a workplace where people feel connected, heard, and inspired to bring their full selves to work.

What’s covered:

• Engagement strategy and surveys
• Values and mission alignment
• Recognition & reward programs
• Manager Enablement
• Internal communications

5. Compliance & Risk Management

Trust is built on consistency, and HR compliance is the foundation. This pillar ensures your organization is meeting legal and regulatory standards while also protecting the well-being of your employees and your business.

What’s covered:

• Policy development and updates
• Legal and regulatory compliance
• Risk management
  
• Workers’ Compensation Coverage
• Training and documentation

6. HRIS System & Process Optimization

Behind every seamless employee experience is a well-oiled HR operation. This pillar focuses on using the right tools and workflows to create efficiency and scalability across your HR function.

What’s covered:

• HR technology and automation
• Workflow and process design
• SOP development
• System integrations

How to Use the HR Strategy Assessment

Our HR Strategy Assessment provides a practical framework to:

1. Grade how your strategy is performing in each key area
2. Identify gaps and opportunities for improvement
3. Prioritize next steps by what aligns with your business objectives
4. Reassess quarterly or annually to measure progress

It works as both a self-guided tool and a conversation starter for leadership alignment.

Final Thoughts

HR leaders are uniquely positioned to impact business performance, but only when equipped with the right HR data, strategy, and tools. By conducting regular HR assessments, organizations can move from reactive to strategic, and from operational to transformational.

Want to assess your HR strategy?
Download our HR Strategy Assessment or connect with us to walk through it together. Let’s build a people function that drives real business results.