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How can you build a strong HR team to support strategy implementation?

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Strategy implementation is a complex and challenging process that requires the alignment and commitment of all organizational members, especially the human resources (HR) team. The HR team plays a vital role in supporting strategy execution by developing, motivating, and retaining the talent needed to achieve the strategic goals. However, building a strong HR team that can effectively perform these tasks is not easy. It requires careful planning, clear communication, and continuous improvement. In this article, we will discuss some tips on how to build a strong HR team to support strategy implementation.

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Simon Koerner

People Leader. Business Partner. Talent Enthusiast.
Fabio Rodriguez Santiago, mba

MedTech I AI I Web3 I Guest lecturer Esade I IESE MBA

1 Assess your current HR capabilities

The first step to building a strong HR team is to assess your current HR capabilities and identify the gaps and opportunities for improvement. You can use various tools and methods to conduct this assessment, such as SWOT analysis, competency frameworks, performance reviews, surveys, and feedback. The assessment should cover both the technical and behavioral aspects of the HR function, such as HR skills, knowledge, processes, systems, culture, and values. The assessment should also align with the strategic objectives and priorities of the organization, and identify how the HR team can contribute to them.

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Fabio Rodriguez Santiago, mba

MedTech I AI I Web3 I Guest lecturer Esade I IESE MBA
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Building an HR team integral to the success of launching Harmony in Spain is crucial, as HR serves as the linchpin in shaping organizational culture and ensuring a cohesive, aligned workforce. Recognizing the pivotal role of HR in molding the company's future, the focus is on cultivating a team that not only comprehends the strategic objectives of Harmony but also embodies the core values underpinning its success. HR becomes a strategic partner in fostering collaboration across generations and diverse backgrounds, aiming to unite varied talents under a common vision. By adeptly blending diverse perspectives and experiences, the HR team contributes to the organization's future-proofing, propelling it toward new heights and ambitious goals.

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2 Define your HR vision and mission

The next step is to define your HR vision and mission, which are the statements that describe the purpose and direction of the HR function in relation to the organizational strategy. The HR vision and mission should be clear, concise, and inspiring, and reflect the values and culture of the organization. They should also be communicated and shared with all HR team members and stakeholders, and serve as the basis for setting the HR goals and action plans.

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Simon Koerner

People Leader. Business Partner. Talent Enthusiast.
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First of all: define what will be the clear value of the HR function in the future of the company. Look at strategic imperatives (e.g. M&As, Culture Change etc), for which the relevant HR skills and processes need to be implemented or developed further. Derive a very clear understanding about the needed team structure, including positions and skills, and make sure you understand which HR topics, processes and systems will support you with reaching the strategic goals of your organization. Look at where you stand right now, compared to how your HR functions needs to look for the future. Derive clear KPIs on how to measure your progress and create actions where to change what and how to get to your future state.

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3 Develop your HR strategy and action plan

The third step is to develop your HR strategy and action plan, which are the documents that outline the specific actions and initiatives that the HR team will take to achieve the HR vision and mission, and support the strategy implementation. The HR strategy and action plan should be aligned with the organizational strategy and address the gaps and opportunities identified in the HR assessment. They should also be SMART (specific, measurable, achievable, relevant, and time-bound), and include the roles and responsibilities, resources, budgets, timelines, and indicators of success for each action and initiative.

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4 Implement your HR strategy and action plan

The fourth step is to implement your HR strategy and action plan, which involves executing the actions and initiatives that the HR team has planned and agreed on. This step requires the HR team to work collaboratively and efficiently, and to use the appropriate tools and techniques to manage the HR projects and processes. Some of the key tools and techniques that the HR team can use are project management, change management, stakeholder management, communication management, risk management, and quality management. The HR team should also monitor and evaluate the progress and outcomes of the HR strategy and action plan, and report them to the relevant stakeholders.

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5 Engage and empower your HR team

The fifth step is to engage and empower your HR team, which means creating a positive and supportive work environment that fosters the motivation, commitment, and performance of the HR team members. This step involves providing the HR team with the necessary training, coaching, mentoring, feedback, recognition, and rewards to enhance their HR skills, knowledge, and competencies. It also involves encouraging the HR team to participate in decision-making, problem-solving, and innovation, and to share their ideas, opinions, and best practices. Additionally, it involves building trust, respect, and collaboration among the HR team members, and promoting a culture of learning and continuous improvement.

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Simon Koerner

People Leader. Business Partner. Talent Enthusiast.
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Your HR team will be key in your journey to success. 1. Look for people who bring the right mindset and attitude. HR is not a simple service or support function anymore. It’s a function that influences and works with business strategies. So, a business focused mindset and understanding is key. 2. Set up a team that has the right skills for the processes and services you need to deliver. Also upskill internally. 3. Make sure your team members that work close with the business have consultative skills - asking the right questions, challenging people decisions and finding solutions for the way forward is key, if HR wants to have impact. 4. Make sure you trust your people 100% to deliver on the HR agenda. They should be 100% empowered.

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6 Review and revise your HR strategy and action plan

The sixth and final step is to review and revise your HR strategy and action plan, which means regularly checking and updating the HR strategy and action plan based on the changing internal and external conditions, and the feedback and results obtained from the HR implementation. This step involves conducting periodic reviews and audits of the HR strategy and action plan, and identifying the strengths, weaknesses, opportunities, and threats that affect the HR performance and alignment. It also involves making the necessary adjustments and modifications to the HR strategy and action plan, and communicating and implementing them to the HR team and stakeholders.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you build a strong HR team to support strategy implementation?

1

2

3

4

5

6

7

1 Assess your current HR capabilities

2 Define your HR vision and mission

3 Develop your HR strategy and action plan

4 Implement your HR strategy and action plan

5 Engage and empower your HR team

6 Review and revise your HR strategy and action plan

7 Here’s what else to consider

Strategy

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How can you build a strong HR team to support strategy implementation?

1

2

3

4

5

6

7

1 Assess your current HR capabilities

2 Define your HR vision and mission

3 Develop your HR strategy and action plan

4 Implement your HR strategy and action plan

5 Engage and empower your HR team

6 Review and revise your HR strategy and action plan

7 Here’s what else to consider

Strategy

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