The Problem with HR Strategy

You think you have an HR strategy but you don't. Because strategy is not a list of programs. You have a strategy when you create something aimed at concrete business outcomes like risk reduction, market growth, and core operational productivity. In this discussion, Ranya Nehmeh, founder of Elevar HR Advisory, shares her framework for escaping operational traps and building sustainable partnerships with senior leadership. Key Takeaways: - The Blueprint: A real strategy must outline exactly where the business is going, the specific capabilities required, and what operational elements must change. - Language Barrier: HR teams often focus on framework completion and engagement scores, while business leads focus strictly on revenue, risk, and productivity. HR needs to shift. - The Agility Trap: Constant structural reorganization without foundational operational stability breeds severe change fatigue across teams and doesn't create business results. - Manager Accountability: Middle managers account for roughly 70% of the variance in team engagement, making them the literal execution point of your strategy. 00:00 Intro 01:53 Speak the language of your business leaders 05:32 Avoiding the Agility Trap 08:48 When Engaged Employees are Leaving 10:50 Managers' Role in Team Engagement 12:47 Audit Your Strategy **Find Ranya** Website: https://elevare-hr.com/ LinkedIn: https://www.linkedin.com/in/ranyanehmeh/ **Find Andrea (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/