Assess your HR Strategic Value Score

Business Alignment

The degree to which HR strategy, structure, and relationships are explicitly tied to business priorities and decision-making.

To what extent do you agree with the following statements:

HR’s strategy and KPIs are clearly linked to the business strategy.*

HR initiatives are aligned to business priorities.*

The HR operating model reflects how HR works with the business.*

Business stakeholders include HR in planning cycles and critical decisions.*

Agility

HR’s ability to adapt its priorities, processes, and structures quickly and effectively in response to business changes and emerging needs.

To what extent do you agree with the following statements:

HR strategy is flexible in response to internal and external changes.*

Scenario plans exist for critical people risks with clear triggers for action.*

There is clarity around decision-making within HR.*

HR uses flexible planning and execution methods to adapt quickly to changes.*

Solution Excellence

The reliability, consistency, efficiency, and quality of HR service delivery, processes, and systems.

To what extent do you agree with the following statements:

HR delivers cost-effective solutions and services, without compromising on quality.*

HR solutions are designed with user insights, embedded into workflows, and refined with feedback.*

HR systems provide accurate data and reduce duplication or rework.*

HR has the skills to deliver reliable services, and gaps are actively addressed.*

There is clear accountability between HR and other functions to resolve dependencies that impact delivery, monitor, report on, and address emerging AI-related risks.*

Managers are enabled to adopt solutions with simple guidance, tools, and accountability.*

Credibility

The trust, influence, and authority HR holds with business stakeholders at all levels.

To what extent do you agree with the following statements:

Executives and managers actively seek HR’s evidence-based advice.*

HR confidently challenges stakeholder views and assumptions based on data and evidence*

HR leaders model ethical, transparent, and evidence-based practice.*

HR leaders sponsor priority initiatives, remove blockers, and hold owners accountable.*

Practice Impact

The extent to which HR practices are set up and delivered to drive business impact.

To what extent do you agree with the following statements:

Talent is attracted and onboarded through strong branding, fair hiring, and experiences that set people up for success.*

Performance, rewards, wellbeing, inclusion, and culture are actively managed to drive engagement and equity.*

Organization design, change, and workforce planning enable strategy execution and measurable outcomes.*

Talent is identified, developed, and retained, ensuring future-ready leaders and skilled employees.*

Reliable technology, governed data, and AI drive efficient processes and informed decisions.*

People processes are delivered consistently, compliantly, and equitably, building trust and protecting reputation.*