BUSINESS
STRATEGY
&
LEADERSHIP
STRATEGIC
HR
PEOPLE
DEVELOPMENT
OPERATIONAL HR
CORE PEOPLE MANAGEMENT
HR POLICIES AND PROCESSES
BUILD ON SOLID GROUND – WHY
HR FOUNDATIONS MATTER
Before you think about performance reviews,
engagement surveys, or employer branding, you need
strong foundations.
Legally compliant policies
Clear employment contracts
Defined processes for onboarding, leavers and
discipline
Accurate record-keeping and GDPR compliance
These are not just admin tasks. They are your protection,
your consistency, and your credibility as an employer.
Businesses that skip this layer often face costly mistakes,
employee disputes, or inconsistent practices that hold
growth back.
Your HR strategy is only as strong as the ground it stands
on.
CORE PEOPLE MANAGEMENT –
WHERE LEADERSHIP HAPPENS
DAILY
This is the layer where your managers make or break the
employee experience.
It’s about how people are led, supported and held
accountable.
Strong day-to-day people management means:
Clear communication and regular feedback
Confidence handling conduct and performance
issues
Awareness of workload and wellbeing
Practical line manager skills, not just instincts
Train your managers well. They carry your culture and
drive your team's success.
OPERATIONAL HR – KEEP THE
BUSINESS RUNNING SMOOTHLY
Operational HR focuses on the day-to-day
implementation of HR policies and procedures. It
supports the business by managing core HR functions
and ensures HR processes run smoothly, efficiently, and
legally to support the overall functioning of the
workforce.
It includes:
Recruiting the right people and onboarding them
effectively
Managing absence, holidays and working patterns
Reward, recognition and benefits
Handling grievances, disciplinaries and employee
relations issues
Keeping HR data up to date and compliant
Get this right and HR becomes a smooth part of
operations, not a firefight.
PEOPLE DEVELOPMENT – INVEST IN
YOUR TEAM’S GROWTH
People stay and perform better when they see a future
with you.
This layer focuses on:
Performance management that’s clear and fair
Training and skills development
Career conversations and development paths
Building a culture of feedback and learning
Engagement initiatives that actually matter to your
team
People development turns good employees into great
ones – and keeps them with you longer.
STRATEGIC HR – ALIGNING PEOPLE
WITH BUSINESS GOALS
This is about shaping the people side of the business
to support long-term goals.
It includes:
Workforce planning and succession
Organisational design and culture
Employer brand and talent strategy
Data-led decision making
Supporting leadership with people insight
Strategic HR makes people a driver of growth, not just
a cost to manage.
BUSINESS STRATEGY & LEADERSHIP
This sits above Strategic HR and represents the core
direction and leadership of the business. HR contributes
to and aligns with this, but it's not HR-specific.
Key Components:
Vision, Mission & Values
Business Goals & Growth Strategy
Leadership & Executive Oversight
Corporate Governance
Investor / Stakeholder Expectations
Risk Management & Sustainability
Mergers, Acquisitions, or Exit Planning
Strategic HR aligns people strategy with the business
strategy.
The business strategy itself defines the "why" and
"where" the business is going and the Strategic HR then
answers the "how" in terms of people, structure, culture,
and talent.
EVERY LAYER MATTERS – BUT
START FROM THE BOTTOM UP
A great business strategy needs great people to deliver it.
And great people need support at every level – from vision
to day-to-day structure.
Here’s how it all stacks up:
Business strategy sets the direction
Strategic HR aligns people with goals
People development builds skills and engagement
Operational HR keeps things running smoothly
Core people management shapes the everyday
experience
And at the very base…
Robust HR policies and processes hold it all together
You can’t scale performance, culture or growth without
solid foundations. Cut corners here, and everything above
is at risk.
Strong HR starts with structure, and grows with strategy.
“CLIENTS DO NOT
COME FIRST.
EMPLOYEES COME
FIRST. IF YOU TAKE
CARE OF YOUR
EMPLOYEES, THEY
WILL TAKE CARE OF
THE CLIENTS.”
Richard Branson
