But that’s because, most of the time, it’s not done right. Rather than being restrictive, reactive, “red tape”, HR should act as a strategic partner for your people operations as you operate, evolve, and grow.

Think of HR as your organization’s personal trainer, immune system, and wellness coach—all rolled into one.

Your company is a living, breathing body. It needs to move, grow, adapt—and fend off all sorts of bugs, both internal- like bureaucracy and politics, poor communication, bad behaviors- and external- like economic shifts, regulatory changes, or talent shortages. That’s where a strategic HR function comes in.

Unlike traditional reactive HR support, it gives you vaccines in the form of solid policies and practices, builds your strength with strict talent selection and leadership development, spots symptoms early with smart data, and keeps inflammation (aka drama and dysfunction) down with good culture hygiene. It drives systematic practices around the accountability, development, and engagement of your people- the essential nutrition components required to build and maintain good organizational health- so that you can be successful.

In other words, a strategic HR function keeps your business from getting sick—and makes sure it bounces back faster when it does through building better systems and habits with you, and then teaching you how to use them every day.

Because even the strongest companies need more than just hustle—they need preventative care.