Editorial
Over the last few decades, the HR function has evolved from a focus on administrative tasks and reactive problem-solving to a strategic driver of organizational success. Yet, despite the shift, organizations still need help to effectively execute their HR strategies, which creates a gap between high-level aspirations and day-to-day activities.
More than 60% of business leaders still believe HR is too administrative, even though more than 75% of organizations claim they have moved to a more strategic HR operating model. Many organizations have fallen into the trap of believing that HR work can only be strategic or administrative, ignoring that it occurs at three levels: strategic, tactical and administrative.
When the tactical level is neglected and underinvested, it leads to an HR function that cannot translate plans into action.
The Three Levels of HR Impact
HR operates across three interconnected levels — strategic, tactical and administrative — each vital in driving organizational success. While these levels serve distinct purposes, their actual value emerges only when organizations balance and integrate all three.
- Strategic HR focuses on the big picture, answering the question: "What do we want to achieve?" This level defines how HR can align with business priorities to drive outcomes, shape organizational direction and create long-term value.
- Tactical HR is the crucial bridge that transforms strategic aspirations into actionable plans. It addresses the question: "How do we craft solutions, implement practices and measure progress?" The tactical level ensures that high-level goals, such as being an employer of choice, translate into practical initiatives like employee experiences, employer branding and performance management systems.
- Administrative HR ensures operational excellence by answering: "How do we get it done daily?" It focuses on managing essential processes such as payroll, recruitment coordination and benefits administration. While automation tools like GenAI and self-service platforms enhance efficiency, this foundational work remains indispensable for smooth HR operations.
Despite their interdependence, overlooking the tactical level creates a critical disconnect between strategy and execution. As a result, well-crafted strategies falter in implementation due to a lack of clearly defined steps, sufficient resources or alignment between strategic vision and operational reality.
By intentionally addressing all three levels, organizations can ensure that HR’s contributions are practical, operationally efficient and strategically transformative, and deliver measurable business impact.
Related Article: Aligning Talent Strategy With Business Priorities Is Hard. HR Business Partners Can Help
Building Tactical HR as an HR Capability
Tactical HR is about more than roles and activities. The HR function must build and maintain this capability to ensure it can add value. This requires an investment in skills, technology and processes to create an environment where tactical HR can thrive.
1. Build the Right Skills
The foundation of tactical HR lies in the skills and mindset of HR professionals. Organizations must ensure their HR teams have the competencies to navigate the tactical space.
Key skills required for tactical HR include:
- Strategy translation: Breaking down high-level objectives into actionable steps.
- Data-driven decision-making: Using evidence and analytics to inform priorities and demonstrate impact.
- Collaboration and problem-solving: Working across functions to drive initiatives forward.
- Digital proficiency: Leveraging technology to streamline execution and enhance efficiency.
- People advocacy: Embedding well-being and inclusion into HR practices.
How to build these skills:
- Use job rotations to expose HR professionals to tactical work in various contexts.
- Offer targeted upskilling programs focused on data literacy, technology adoption and business acumen.
- Foster a problem-solving culture where HR teams are encouraged to innovate and experiment.
2. Optimize Technology
Technology is a cornerstone of tactical HR. Effective systems enable HR teams to automate routine tasks, derive insights from data and collaborate seamlessly.
The following technology is essential for tactical HR:
- Workforce analytics platforms for tracking metrics and identifying trends.
- Collaboration tools to facilitate cross-functional teamwork.
- AI-driven solutions to optimize recruitment, engagement and performance management.
Best practices for technology use:
- Invest in scalable, user-friendly tools that align with the organization’s operating model.
- Train teams to maximize the potential of existing systems to ensure widespread adoption.
- Experiment with emerging technologies like generative AI to identify new opportunities for efficiency.
3. Standardize Processes
Processes provide the structure needed to deliver tactical HR initiatives effectively. Clear workflows and accountability mechanisms ensure consistency and alignment across the HR function.
Put in place these key process areas:
- Role clarity: Define responsibilities for strategy translation, initiative execution and stakeholder engagement.
- Handover points: Establish when and how responsibilities transition between strategic, tactical and operational HR teams.
- Automation: Identify repetitive tasks that can be automated to free up time for value-added activities.
Process standardization best practices:
- Document workflows to create a shared understanding of roles and responsibilities.
- Use OKRs or strategy maps to align tactical HR initiatives with broader business goals.
- Regularly review processes to identify bottlenecks and areas for improvement.
Building the tactical HR capability is a strategic priority for organizations. It ensures that HR strategies are well-designed and well-executed and deliver measurable outcomes. Moreover, it prepares the HR function to adapt to future challenges, from digital transformation to workforce diversity.
Related Article: Why We Need More CHROs on Boards
Conference
Oct
20
Gartner IT Symposium/Xpo Orlando 2025
Register
Conference
Oct
27
Gartner HR Symposium/Xpo Orlando 2025
Register
Final Thoughts
Tactical HR is the essential link between strategic ambition and operational action. When HR translates business priorities — such as becoming an employer of choice — into tangible initiatives like employee experience design, compelling employer branding campaigns and dynamic performance management practices, it ensures that vision becomes reality.
By intentionally building tactical HR as a capability through skills, technology and processes, organizations can ensure that their HR function balances strategic impact with administrative efficiency and, more importantly, elevates its reputation as a function that moves the business forward.
Learn how you can join our contributor community.
