This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives. I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com

1. (It’s Easier Than You Think)

2. We’re going to
Work. Together.
Hence the term
“workshop.”
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3.  Strategy
 Developing
 Aligning
 Implementing
 Case Studies/Resources
 Wrap Up
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6. 6
Here’s the simplest way to define
strategy:
A planned, doable sequence of
actions designed to achieve a
distinct, measurable goal.

7. HR planning is a process that
identifies current and future HR
needs for an organization to achieve
its goals. HR planning should serve
as a link between HR and the overall
strategic plan of an organization.
–Dave Ulrich
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8. 70% of HR pros want to know
how to develop an HR
strategy
67% want to align it with
business objectives
50% want help implementing
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9. “Tell me how we can,
not why we can’t.”
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10. 10

11. Purpose
Plan
Actions
Measurable goals
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12. It all starts with a plan…
Example
Purpose: Improving culture
Plan: Focus on employee relations
Action items: Provide manager 1:1 agendas, etc.
Metrics: Employee satisfaction, performance,
productivity…
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13.  Want examples?
 http://hr.umich.edu/strategicplan/
 http://humanresources.tennessee.edu/docs/HR_5yr_strategic_pla2.pdf
The Division of Human Resources Strategic Directions
align with Kent State University’s Strategic
Plan...
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15. Leadership development
Performance management
Workforce planning
Action items?
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16. Keep at-risk employees healthy
Leverage health benefits and plan design
Partner with U-Mich healthcare system for chronic issues
 Action items?
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17. Partner with IT resources to support HR system upgrades
Provide management support for workplace flexibility to
improve productivity
Implement self-service, better workflows, and common
definitions
Establish and report metrics to support decision-making
Investigate LMS that supports enhanced knowledge
transfer
Action items?
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18. Create D&I strategy with broad reach and impact
Develop a more robust engagement plan for safety and
health
Communicate a “leaders at all levels” culture message
Seek out childcare support for better work/life balance
Action items?
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19. If an HR pro develops
a strategy without
business input, does
anyone care?
If a tree falls in the forest
and nobody is around, does
it make a sound?
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20.  How does your organization make money?
 What is the biggest concern of front line supervisors?
 What motivates your line staff to do their jobs every day?
 What causes your CEO to lie awake at night?
 What drives the best performance for your people?
 What is the pain point your company’s product/service is trying to
solve for customers?
 What is your marketing, finance, sales, or operations VP most
worried about?
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22.  Creating Alliances
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23. This is where the plan, action, and
goals are carried out.
Tips:
 Get Granular
 Stealth Change Management
 Social Network Analysis
 Organizational Partners
 Shift from HRBP to consultative
role (where have we heard that?) 23

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25. Metrics=measurement
But which ones?
Forget the “top 3 metrics…”
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26. What if, instead of measuring and reporting on last year’s
turnover, you could predict turnover for the coming year?
What difference would that make for the business?
For planning purposes?
For HR’s credibility?
Link: HROS Case Study: OPower
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28. 28

29. Putting your knowledge into action 29

30. Your company recently began an initiative to improve
customer service scores. In the CEO’s words, “I want
everyone on board with this. Improving this metric is
everyone’s job.”
What metrics, data, or support can you (HR) provide to
help drive this business goal?
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31. You know sales turnover is high but can’t get the VP on
board to address the issues. You set up a meeting to
discuss, but you know the “touchy feely” HR stuff won’t get
her attention.
What information can you present to sway this VP’s
opinion?
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32. After more than a year of errors, issues, and grief with the
existing provider, you believe the organization would be
better off by selecting a new payroll technology platform.
How do you make the pitch? What information do you use?
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34. ben@upstarthr.com | @beneubanks
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