We’re long past the point where people could say, “HR handles talent; the rest of us focus on the business.” In fact, that kind of thinking is not just outdated—it can cost businesses growth, innovation, and long-term success. 

Because here’s the thing: 
76% of a company’s value is attributed to its people—but only 32% have a defined talent strategy in place. 

That’s a huge gap. And it’s one that businesses can’t afford to ignore. 

Talent Strategy Is Not a Department. It’s a Business Priority.

Let’s be honest. In too many organisations, talent strategy is still seen as something HR owns alone. A side function. A box-ticker. 

But the best-performing businesses? They treat talent strategy as a core business driver—right up there with financial planning, go-to-market strategy, and product development. They know that if you get the right people in the right roles, aligned with your vision and goals, everything is optimised. 

From growth acceleration to market expansion, to innovation and customer experience—it all starts (and ends) with your people. 

Why Leaders Must Co-Own the Talent Agenda

Here’s the challenge: HR can lead the charge on process. But they can’t (and shouldn’t) do it alone. 

To make talent strategy truly business-critical, it has to be co-owned by leadership across departments. That includes: 

• CEOs and Founders who define vision and drive culture 

• Sales and Marketing Leaders who need go-to-market alignment 

• Operations and Product Leads who depend on talent capacity to deliver outcomes 

• Finance Teams who forecast costs, ROI, and headcount growth 

When these leaders actively contribute to the talent conversation—thinking about skills gaps, succession planning, future org design, and DE&I—talent becomes a lever for competitive advantage. 

So how do you stop talent strategy being an HR silo and start embedding it into your business DNA? 

Here’s what works: 

1. Align Talent Goals with Business Objectives 

Don’t treat hiring as reactive. Build your workforce plan around where the business is going. Expansion into new markets? Product pivot? Service innovation? Your talent strategy should map directly to those goals. 

2. Measure What Matters 

Use data to track what’s working. Look at time-to-fill, quality of hire, retention in key roles, and engagement metrics. Then link those to business KPIs like revenue growth, churn reduction, or customer satisfaction. 

3. Involve Leaders Early and Often 

Create space for functional leaders to input into workforce planning and hiring priorities. Make talent a recurring item in leadership meetings—not just something that comes up when there’s a vacancy. 

4. Invest in Employer Brand 

Top talent doesn’t just want a salary—they want purpose, progression, and a great experience. Your brand as an employer needs to reflect that, and leaders should play an active role in shaping and promoting it. 

5. Work with Partners Who Get It 

Sometimes, you need external expertise to bring it all together. Whether it’s hiring for hard-to-fill roles, redefining processes, or mapping future org structures, a talent partner that understands your business goals can be game-changing. 

It’s Time to Rethink Talent

Talent is no longer a support function. It’s the strategy behind every other strategy. 

So here’s the challenge: 
Is your talent strategy powering your business goals—or just running alongside them? 

Contact Us today to discuss how Solutions Driven can help align your talent strategy.