# Maximize Strategic HR Impact: 4 Expert Tips for Success
Despite notions that HR has solidified its proverbial “seat at the table” in recent years, many organizations still struggle to realize the full potential of strategic HR. According to a Hudson RPO survey, more than half of HR professionals believe their function is viewed as an “order taker” rather than a strategic partner.
This disconnect creates a significant opportunity for HR leaders who can successfully bridge the gap between tactical execution and strategic influence. By implementing the right approaches, HR can transform from a support function to a true business driver.
## 1. Balance Data with Personal Connection
While metrics provide essential insights into HR effectiveness, numbers alone can’t replace genuine human interaction. Keysa Minnifield, VP of HR for Eurest and ESFM (part of Compass Group USA), emphasizes this balanced approach:
“My ability to have conversations and engage with people on a regular basis helps me see how we’re doing,” she explains.
Successful strategic HR requires:
– **Regular check-ins** with team members (quarterly at minimum)
– Asking direct questions about HR effectiveness
– Creating feedback loops with simple frameworks (stop/start/continue)
– Active listening during informal conversations
For recruitment teams specifically, this means going beyond standard metrics like time-to-fill and cost-per-hire. Schedule regular conversations with hiring managers about their experiences with the recruitment process, and create opportunities for candidates to provide meaningful feedback beyond standard surveys.
### Practical Application
Consider implementing “strategic listening sessions” where HR leaders meet with department heads quarterly to discuss talent needs, challenges, and opportunities. These conversations often reveal insights that data alone might miss.
## 2. Align HR Initiatives with Business Objectives
Strategic HR professionals understand that their work must directly support company goals. Shereen Solaiman, Chief People Officer at Myriad Genetics, advises HR teams to avoid getting “too caught up in their own rules, regulations and processes.”
Instead, she recommends a business-first mindset: “Put everything aside and just try to understand: Where are we going? What are we trying to do? Then, reflect that back to the business and figure out the best way to do this.”
Effective alignment requires:
– **Deep understanding** of company goals and market position
– Regular participation in business strategy discussions
– Translating business objectives into talent implications
– Designing HR programs that directly support business outcomes
Recruitment teams can demonstrate this strategic alignment by prioritizing hiring for positions that directly impact business-critical initiatives, and by adjusting sourcing strategies based on changing business needs.
### From Transactional to Strategic
While transactional work will always be part of HR, Minnifield suggests that leaders should “intentionally spend most of their time thinking about the future.” This forward-thinking approach helps position HR as a strategic partner rather than just a service provider.
Key strategic questions might include:
– How can our benefits attract a multigenerational workforce?
– What employee experience improvements will drive retention?
– How can we build talent pipelines for future business needs?
## 3. Transform Employee Feedback into Action
Employee insights provide invaluable direction for strategic HR initiatives. At Myriad Genetics, where 84% of workers consider the company a great place to work, the HR team continuously looks for improvement opportunities.
“I look at [those numbers] and say, ‘OK, where can we improve? What are people asking for more of?'” explains Solaiman.
Effective feedback systems include:
– **Regular engagement surveys** with targeted follow-up
– Employee focus groups on specific topics
– Clear communication about actions taken based on feedback
– Measurement of improvement in problem areas
For recruitment functions, this might mean systematically gathering feedback from new hires about their candidate experience, then implementing changes to address pain points in the hiring process.
### Closing the Feedback Loop
The most important element of feedback collection is demonstrating that employee input leads to meaningful change. As Solaiman notes, “What gets measured gets done.” Create accountability by reporting back to employees on actions taken based on their feedback.
## 4. Leverage Diverse Professional Experiences
HR leaders with experience in multiple business functions often bring valuable perspective to their strategic role. Minnifield describes her career as “a lattice, rather than a ladder,” noting how her background in operations, communications, and labor relations enhances her effectiveness.
This diverse experience allows HR leaders to:
– **Understand challenges** faced by different departments
– Communicate more effectively with cross-functional partners
– Identify practical solutions to complex problems
– Participate more fully in executive-level discussions
Recruitment professionals can build this multifaceted perspective by participating in business planning sessions, shadowing operations teams, or taking on project work in adjacent functions like marketing or finance.
### Building Business Partnership
“We’re not just sitting at the table as HR leaders, but as true business partners,” Minnifield emphasizes. “We’re talking about the people component of it, absolutely, but we’ve had experience in other areas—so, how do we bring all of those to bear to be the best partners we can be?”
## Key Takeaways for Strategic HR Success
1. **Balance metrics with meaningful conversations** to gain a complete picture of HR effectiveness
2. **Align HR initiatives directly with business objectives** rather than focusing solely on HR processes
3. **Act on employee feedback** and measure improvements to demonstrate responsiveness
4. **Cultivate diverse business experiences** to enhance strategic perspective and credibility
By implementing these strategies, HR professionals can transform their function from administrative support to strategic business partnership, creating meaningful impact on organizational success through effective people management.
# Maximize Strategic HR Impact: 4 Expert Tips for Success
Despite notions that HR has solidified its proverbial “seat at the table” in recent years, many organizations still struggle to realize the full potential of strategic HR. According to a Hudson RPO survey, more than half of HR professionals believe their function is viewed as an “order taker” rather than a strategic partner.
This disconnect creates a significant opportunity for HR leaders who can successfully bridge the gap between tactical execution and strategic influence. By implementing the right approaches, HR can transform from a support function to a true business driver.
## 1. Balance Data with Personal Connection
While metrics provide essential insights into HR effectiveness, numbers alone can’t replace genuine human interaction. Keysa Minnifield, VP of HR for Eurest and ESFM (part of Compass Group USA), emphasizes this balanced approach:
“My ability to have conversations and engage with people on a regular basis helps me see how we’re doing,” she explains.
Successful strategic HR requires:
– **Regular check-ins** with team members (quarterly at minimum)
– Asking direct questions about HR effectiveness
– Creating feedback loops with simple frameworks (stop/start/continue)
– Active listening during informal conversations
For recruitment teams specifically, this means going beyond standard metrics like time-to-fill and cost-per-hire. Schedule regular conversations with hiring managers about their experiences with the recruitment process, and create opportunities for candidates to provide meaningful feedback beyond standard surveys.
### Practical Application
Consider implementing “strategic listening sessions” where HR leaders meet with department heads quarterly to discuss talent needs, challenges, and opportunities. These conversations often reveal insights that data alone might miss.
## 2. Align HR Initiatives with Business Objectives
Strategic HR professionals understand that their work must directly support company goals. Shereen Solaiman, Chief People Officer at Myriad Genetics, advises HR teams to avoid getting “too caught up in their own rules, regulations and processes.”
Instead, she recommends a business-first mindset: “Put everything aside and just try to understand: Where are we going? What are we trying to do? Then, reflect that back to the business and figure out the best way to do this.”
Effective alignment requires:
– **Deep understanding** of company goals and market position
– Regular participation in business strategy discussions
– Translating business objectives into talent implications
– Designing HR programs that directly support business outcomes
Recruitment teams can demonstrate this strategic alignment by prioritizing hiring for positions that directly impact business-critical initiatives, and by adjusting sourcing strategies based on changing business needs.
### From Transactional to Strategic
While transactional work will always be part of HR, Minnifield suggests that leaders should “intentionally spend most of their time thinking about the future.” This forward-thinking approach helps position HR as a strategic partner rather than just a service provider.
Key strategic questions might include:
– How can our benefits attract a multigenerational workforce?
– What employee experience improvements will drive retention?
– How can we build talent pipelines for future business needs?
## 3. Transform Employee Feedback into Action
Employee insights provide invaluable direction for strategic HR initiatives. At Myriad Genetics, where 84% of workers consider the company a great place to work, the HR team continuously looks for improvement opportunities.
“I look at [those numbers] and say, ‘OK, where can we improve? What are people asking for more of?'” explains Solaiman.
Effective feedback systems include:
– **Regular engagement surveys** with targeted follow-up
– Employee focus groups on specific topics
– Clear communication about actions taken based on feedback
– Measurement of improvement in problem areas
For recruitment functions, this might mean systematically gathering feedback from new hires about their candidate experience, then implementing changes to address pain points in the hiring process.
### Closing the Feedback Loop
The most important element of feedback collection is demonstrating that employee input leads to meaningful change. As Solaiman notes, “What gets measured gets done.” Create accountability by reporting back to employees on actions taken based on their feedback.
## 4. Leverage Diverse Professional Experiences
HR leaders with experience in multiple business functions often bring valuable perspective to their strategic role. Minnifield describes her career as “a lattice, rather than a ladder,” noting how her background in operations, communications, and labor relations enhances her effectiveness.
This diverse experience allows HR leaders to:
– **Understand challenges** faced by different departments
– Communicate more effectively with cross-functional partners
– Identify practical solutions to complex problems
– Participate more fully in executive-level discussions
Recruitment professionals can build this multifaceted perspective by participating in business planning sessions, shadowing operations teams, or taking on project work in adjacent functions like marketing or finance.
### Building Business Partnership
“We’re not just sitting at the table as HR leaders, but as true business partners,” Minnifield emphasizes. “We’re talking about the people component of it, absolutely, but we’ve had experience in other areas—so, how do we bring all of those to bear to be the best partners we can be?”
## Key Takeaways for Strategic HR Success
1. **Balance metrics with meaningful conversations** to gain a complete picture of HR effectiveness
2. **Align HR initiatives directly with business objectives** rather than focusing solely on HR processes
3. **Act on employee feedback** and measure improvements to demonstrate responsiveness
4. **Cultivate diverse business experiences** to enhance strategic perspective and credibility
By implementing these strategies, HR professionals can transform their function from administrative support to strategic business partnership, creating meaningful impact on organizational success through effective people management.