HR Strategy Align HR with Business Objectives

Turn HR into a strategic engine by linking talent, culture, performance, and analytics directly to business goals.
What you'll learn
Translate business strategy into clear HR priorities, KPIs, and talent initiatives that drive measurable outcomes.
Build strategic workforce plans that forecast talent needs, close skills gaps, and support growth or transformation.
Design talent, performance, and rewards systems that align day-to-day work with long-term business goals.
Use culture, change management, and leadership behaviors to reinforce strategy instead of slowing it down.
Leverage HR technology, analytics, and dashboards to track alignment and influence executive decision-making.
Apply frameworks like the HR Scorecard, Ulrich's model, ADKAR, and Kotter's 8 Steps to your own HR context.
Requirements
No prior experience is required
Description
Many executives say HR should be a key driver of growth and transformation, yet HR is still left out of strategy conversations in far too many organizations. Business goals get set at the top, and HR hears about them later. The result? Well-intentioned people programs that don't move the needle, wasted budgets, disengaged employees, and strategies that look great on paper but fall apart in execution.This course is designed to close that gap. It's for HR and people leaders who want to align HR strategy with business objectives and prove, with evidence, that people initiatives drive real business outcomes, not just "soft" results.Throughout the course, you'll learn how to translate business strategy into concrete HR priorities, plans, and metrics. You'll see how to forecast future talent needs, build a workforce planning process that supports growth or transformation, and design talent management systems that actually fuel your company's roadmap instead of operating in a separate lane.We'll connect performance management and HR metrics directly to strategic goals, so individual objectives and team KPIs clearly support what the business is trying to achieve. You'll explore how to shape organizational culture, manage change, and use HR as a driver of agility-not a bottleneck-especially when your company is transforming its business model.You'll also discover how modern HR technology and analytics can give you real-time visibility into engagement, turnover risk, skills gaps, and talent pipelines, so you can advise the business with data, not just intuition. Finally, you'll see a full case study of Adobe's shift from traditional performance reviews to their "Check-In" model, and how aligning HR practices with a new cloud-based strategy boosted retention and freed up thousands of hours of leadership time.In this course, you'll learn how to:Clarify what it really means to align HR strategy with business objectives, and position HR as a true strategic partner.Use strategic workforce planning to forecast talent needs, identify gaps, and build "build, buy, borrow, or bot" plans.Design hiring, development, succession, and retention strategies that support long-term growth and transformation.Align performance management with business goals using meaningful KPIs, OKRs, and HR scorecards.Shape and reinforce culture so that everyday behaviors support your strategy instead of undermining it.Guide your organization through change using proven frameworks like ADKAR and Kotter's 8 Steps.Leverage HR technology, automation, and people analytics to track alignment and advise leaders in real time.Apply frameworks such as the HR Scorecard and Ulrich's HR Business Partner model to your own HR context.Whether you're in a global enterprise, a high-growth scale-up, or a more traditional organization that's starting to rethink the role of HR, this course will give you the tools, examples, and language you need to connect HR strategy to business results, and show the value of HR at the strategy table.
Who this course is for
HR Managers and HR Business Partners who want to operate more strategically
Heads of HR, People Directors, and CHROs aligning HR with C-suite priorities
Talent Management, People Ops, and Workforce Planning professionals
L&D leaders designing programs that directly support business strategy
Line managers and department heads who partner closely with HR
Business leaders and founders who want HR to be a true growth driver, not just an administrative function
Homepage