One of the most overlooked (and powerful) partnerships in any business? Strategy and HR.
Back in my corporate days, leaders would often ask, “What’s HR’s strategy?”
My answer? “It’s the business strategy.” HR should not only align with, but help shape the future of your organization, especially when it comes to recruiting and people development.
This month, we’re digging into how to connect your long-term vision with real-world talent decisions.
Step One: Zoom Out
Before you post another job ad or schedule your next interview, take 30 minutes to reflect on these questions:
- Where do you want your business to be in 3–5 years?
- Are there new markets you want to enter?
- What services or products will you launch?
- What skills and capabilities will your team need to get there?
Use these answers to guide your org chart, hiring plans, and development efforts. If you share your insights with an HR partner or coach, they can help you create a workforce strategy aligned to your goals.
Step Two: Smart Recruiting
True story: I hate recruiting. It can feel like a never-ending cycle. Just when you fill one role, another opens. There are millions of variables that affect HR’s ability to hire qualified people in a timely fashion, and of those variables, HR has control over about 5% of those. Which, I think, is why I hate it. Because I don’t have control…
But as a leader or business owner, there’s one area where you do have power—your process.
If I were Queen of your business for a day, here’s how I’d recruit:
- Revisit the Vision – Get clear on where you’re headed and create an org chart to support that future.
- Assess Your Current Team – Who’s ready to grow? Who’s not a long-term fit?
- Forecast Future Roles – Use your vision to anticipate talent needs—not just now, but 12–24 months from now.
- Hire for Growth – Focus on 1–2 key competencies per role and consider how each candidate might grow into future roles.
As for finding great talent? Job boards and social media are fine, but your network is gold. Reach out to your church, alumni group, neighborhood circles, or industry peers. A simple post or conversation can surface amazing candidates.
Business & Talent Planning in Action: Two Scenarios
Whether you’re growing or facing tough decisions, HR plays a critical role:
Scenario #1: Growth Mode
You’re planning to expand your physical space within the next 3–5 years and expect a 20% bump in revenue due to increased customer capacity. You’ll also be adding a new service.
HR Strategy:
- Identify new roles needed to support expansion
- Collaborate with Finance on compensation planning and updated org charts
- Draft a recruiting plan and upskilling strategy
- Assess training needs and build backfill plans for current staff
Scenario #2: Tough Decisions
These tariffs have your supply chain in a chokehold, which isn’t helping after a few years of stagnant growth for your organization. You’re praying whether to close completely or scale back, and may need to consider layoffs. Salary costs are your biggest expense, and cuts elsewhere have already been made.
HR Strategy:
First, these are never easy decisions, nor should they be. I recognize that as a smaller organization, your staff is family. To that end, a good HR professional has developed the ability to be neutral (not cold) – but compassionate and objective at the same time. It’s a skill you should leverage to help make tough choices.
There are literally endless possibilities to this scenario, so I’ll just list a few.
- Start with contractors: Review contracts and termination terms.
- Next, assess W2 employees: Prioritize high performers and generalists who can flex
- Use an objective rubric to guide decisions and minimize bias
- Plan every detail of the layoff process—from messaging to logistics
- And please: THOU SHALL NEVER TERMINATE VIA TEXT, EMAIL, OR SOCIAL MEDIA. Face-to-face, with empathy and dignity, is non-negotiable.
Remember: How you end someone’s chapter speaks volumes about your leadership.
Need Support?
If you’re making people decisions now—or preparing to scale—I’d love to support you. Call me at 443-621-3976 or grab my free Hiring Guide on my website: www.talentworksinsights.com
You’ve got this. And I’ve got you.
For any inquiries, please contact:
Gia Hunter
Email: gia@talentworksinsights.com
Website: www.talentworksinsights.com
Phone: 443-621-3976
Gia Hunter has 20 years of Human Resources experience, including talent development, talent acquisition, compliance, engagement, people operations, career counseling, and conflict management strategies. She is a highly skilled and experienced HR professional dedicated to helping businesses succeed.
