HR Strategy

Take a Look at Our HR Strategy Services

Do you have the right HR programs in place?

It is important to understand that all of the functions of Human Resources are interrelated. There is no point in hiring staff if they turn around and leave in a year. There is no point in keeping staff if they are not productive and working towards your business objectives and they won’t be doing that if they’re not happy and motivated.

The following framework illustrates the various elements of an HR Strategy.

You do this through an integrated HR Strategy

Our HR Strategists Align People with Organizational Direction

McConnell HR Consulting Inc.’s HR Strategists provide expert guidance and support for clients during times of organizational change, renewal, and growth by developing practical, forward-looking integrated Talent and HR Strategic Plans and programs. These plans align your people practices with your mission, goals, and operational priorities.

Our services in this area include HR strategy development, strategic workforce and succession planning, organizational diagnostic assessments, the development and renewal of HR programs and the facilitation of HR strategic planning sessions.

Our HR Strategists are here to help you move your HR function from where it is now to where it needs to be. Get in touch to learn more.

An HR Strategy is

A concrete, long-term plan that connects your people practices to your organization’s mission, goals, and operational direction.
It ensures you have the right people, in the right roles, at the right time by aligning recruitment, retention, development, and workforce planning with where your organization is headed.
A strong HR Strategy promotes alignment between day-to-day work and strategic outcomes, supports a healthy, respectful and inclusive workplace, and helps leadership navigate shifts without losing operational integrity.
At its best, HR becomes more than a transactional function – it becomes a valued strategic partner, embedded in every decision that drives mission success.

Key things to consider when evaluating your HR Strategy

Strategic Alignment – Is your HR Planning aligned with the overall corporate strategy?
Workforce Planning – Are effective HR planning systems and practices used to ensure that the necessary quantity and quality of people are available when needed?
Recruitment – Are programs and practices for the recruitment, selection and progression of staff aligned with business and program needs?
Retention – Are programs and practices for the retention of staff and the management of turnover, attrition and absenteeism in place?
Learning, Training, & Development – Are Learning, Training and Development programs and practices aligned with the organization’s strategic goals and objectives?
Performance Management – Do Performance Management programs and practices ensure that individual performance is linked to corporate and personal objectives?
Employee Engagement – Are Employee Engagement programs in place to provide a supportive culture and work environment, respect for the individual, and effective employee communications – enabling employees to provide client-focused delivery.
Health, Safety & Workplace Culture – Does the organization ensure a safe, healthy, respectful and inclusive workplace?

Our HR Strategy work plans include the following steps:

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Planning

Initial meeting with HR and leadership.
Confirmation of the work plan, deliverables, and schedule.

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Fact Finding

Review of background documents including HR policies, organization chart, job descriptions, forms, salaries, performance management tools, metrics, and strategic and operational plans.
Fact-finding interviews with selected management and staff using our HR Strategy Questionnaire.

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Assessment

High-level review of all key HR disciplines, policies, programs, and processes.
Identification of areas for change, benchmarking against external best practices, and summary of findings and recommendations.

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