top of page

Strategic HR Isn’t a Buzzword—It’s a Survival Skill

By Victoria Purser, @therealvpofhr

Founder of ConquerHR® | Co-founder & CEO of HRLearns™ | HR Cert Coach | Culture Disruptor

Let’s cut through the noise.

“Strategic HR” gets tossed around like glitter at a leadership offsite. Every HR leader wants to say they’re doing it—but very few actually are.


And here’s the truth: If you’re not thinking strategically, you’re not just falling behind.


You’re putting your org at risk.

So What the Heck Does “Strategic HR” Actually Mean?

It’s not just aligning your HR goals with business goals.(Though, yes, that’s part of it.)

It’s being able to:

  • Spot ripple effects before they hit the culture

  • Anticipate compliance consequences when the business pivots

  • Lead with data without losing the people

  • Ask better questions—and give leaders answers they didn’t know they needed

  • And yes—manage risk while still being human


Strategic HR is the difference between:

🔴 “We need to cut costs. Let’s eliminate the training budget.”

🟩 “Here’s where our talent development investment is driving retention. Here’s where we can pivot.”

It’s the difference between being consulted and being ignored.


The Strategic HR Litmus Test:

Ask yourself this:

“If I disappeared tomorrow, what strategic capability would be missing from this org?”

If the only answer is “I know our handbook,” we’ve got work to do.


What’s really standing in the way of strategic HR in your world?

  • 0%“Just handle the paperwork.”

  • 0%Budget? You mean that thing we used to have?

  • 0%No seat. No table. No invite.

  • 0%We’re buried in busywork.

You can vote for more than one answer.



The Strategic HR Litmus Test:

Ask yourself this:

“If I disappeared tomorrow, what strategic capability would be missing from this org?”

If the only answer is “I know our handbook,” we’ve got work to do.


You Don’t Have to Be in the C-Suite to Be Strategic

That’s the biggest myth out there. Strategic thinking is not a job title. It’s a mindset.


And if you’re preparing for your PHR, SPHR, SHRM-CP, or SHRM-SCP - guess what?

You’re already learning how to think strategically. But the test isn’t the end game.


It’s the floor, not the ceiling.


So Where Do You Start?

Start small—but start sharp.

  • Track metrics. Learn the business.

  • Challenge assumptions. Ask what would happen if...

  • Build relationships with decision-makers before there’s a fire

  • And when you speak up? Speak like someone who knows their impact


Because you do.


And if you don’t yet?

You will.


That’s what we do at ConquerHR® and HRLearns™.

That’s what HR’s SPACE™ was built for.

That’s what Real HR Talk is all about.


When you're ready to think bigger than passing the test—and start owning your impact - HRLearns™ is where we take the next step.


From real-world strategy to what's actually happening inside today's workplaces, we train HR pros to lead like it matters.


Because it does.


~Victoria



Comments


bottom of page