ali khan
Ali Khan
Published On
May 8, 2024
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31+ Strategic Questions to Ask HR Leaders in 2024

Are you an HR or People Leader who's ever felt stuck on what to ask to truly gauge and enhance your organization's HR strategies? Well, you're not alone.

  • Why this Matters: Understanding the pivotal role of HR in steering a company's strategic direction is crucial. That's why I've crafted a blog that dives deep into the strategic questions you should be asking HR leaders.

  • What You'll Learn: You'll get a toolkit of over 35 targeted questions designed to pinpoint and develop key areas crucial for your organization's success.

Here's a Sneak Peek:

  • We start by highlighting the importance of HR leadership in shaping a company's future.

  • I'll walk you through each strategic question that can help guide HR leaders.

  • You'll discover tips on choosing the right questions, tailoring them based on roles and experience levels, and much more.

  • We'll explore the most pressing HR priorities and how to tackle them strategically.
  • And finally, we'll look at ways to ensure effective communication between HR and employees, fostering a collaborative and forward-thinking environment.

If you skip this blog, you'll miss out on the chance to transform your HR questions into powerful tools for organizational growth and alignment. 

So, why not join me? 

Let's explore how these strategic questions can elevate your HR initiatives and make your role as an HR or People Leader more impactful. 

Grab a coffee, and let's get started!

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What Strategic Questions Can Be Asked to HRs?

HR leaders are critical in steering an organization’s success. The strategic questions we've discussed are to understand how leaders develop workforce strategies.

They align with business goals, foster growth, and maintain a positive workplace culture. This section helps stakeholders understand the key role HR plays. And how they drive long-term success and adapt to business changes.

1. Strategic Alignment and Planning

  1. How does our HR strategy align with the overall business goals? 

- Checks if HR actions support the company's main objectives.

  1. What are our key strategic HR priorities for the next year? 

- Identifies the main areas HR plans to focus on soon.

  1. How are we adapting our HR strategy to reflect current business challenges? 

- Examines adjustments in HR tactics due to new problems.

  1. What strategic initiatives can HR undertake to drive organizational success? 

- Looks for HR-led actions that can improve company performance.

  1. What is our long-term vision for the HR department?

- Defines what HR aims to achieve in the future.

  1. How do you see the role of HR evolving over the next five years? 

- Predicts changes in HR's function and responsibilities.

  1. How does HR support other departments in achieving their strategic objectives? - Explores how HR helps other areas of the business meet their goals.

2. Leadership Development and Talent Management

  1. What strategies are in place for identifying and developing future leaders? 

- Discusses how the company finds and nurtures leadership potential.

  1. How do we assess and plan for leadership succession? 

- It looks at the process for preparing new leaders to take over.

  1. What programs do we have to ensure continuous talent development? 

- Describes ongoing efforts to improve employees' skills.

  1. How do we measure the effectiveness of our leadership development programs? 

- Evaluates if leadership training is successful.

  1. What are the challenges in our current talent management strategy? 

- Identifies problems in managing and retaining skilled employees.

  1. How do we plan to address skill gaps in our current workforce? 

- Discusses solutions for missing expertise among employees.

  1. How are we leveraging technology in talent management and development?

- Explores the use of tech tools in enhancing workforce skills.

3. Performance Management

  1. How do we link individual performance with strategic business goals? 

- Connects employee results with company targets.

  1. What metrics are used to assess employee performance from a strategic perspective? 

- Describes the criteria for evaluating workers’ effectiveness.

  1. How do we handle underperforming areas or teams strategically? 

- Deals with departments or groups that aren’t meeting expectations.

  1. What changes can be made to improve our current performance management system? 

- Suggests improvements for assessing and enhancing performance.

  1. How frequently do we review and update our performance evaluation criteria? 

- Checks how often performance standards are reassessed.

4. Organizational Culture and Employee Engagement

  1. How does our HR strategy reinforce our organizational culture? 

- Ensures HR initiatives support the company’s core values and environment.

  1. What measures are in place to enhance employee engagement? 

- It looks at ways to keep employees motivated and committed.

  1. How do we align new hires with our company culture and values? 

- Ensures new employees understand and fit into the company culture.

  1. How are we ensuring diversity and inclusion within the workplace? 

- Addresses efforts to support a diverse and inclusive environment.

  1. What strategies are effective in maintaining high morale and motivation? 

- Identifies actions that keep employees happy and productive.

  1. What are the biggest challenges in maintaining our company culture? 

- Discusses difficulties in keeping the core company culture intact.

5. Strategic HR Challenges and Opportunities

  1. What are the key strategic challenges facing HR today? 

- Identifies major obstacles that HR needs to overcome.

  1. How can HR be more strategic in its approach to managing changes? 

- It looks at ways HR can proactively handle company changes.

  1. What are the strategic implications of the current HR trends for our company? 

- It considers how new HR developments affect the business.

  1. How can HR influence strategic decisions at the executive level? 

- Explores ways HR can impact broader business decisions.

  1. How do we ensure compliance with evolving employment laws strategically? 

- Keeps the company up-to-date and compliant with new laws.

  1. What strategic opportunities should HR focus on in the next year? 

- Highlights areas where HR can make significant impacts soon.

  1. How can HR better support business units during strategic shifts? 

- Enhances HR's role in helping departments during changes.

  1. What role does HR play in crisis management at a strategic level? 

- It looks at HR's involvement in managing emergencies.

  1. How do we evaluate the impact of HR initiatives on business outcomes? 

- Measures how HR actions contribute to the company's success.

  1. What steps are we taking to future-proof our HR practices? 

- Plans for long-term sustainability and relevance of HR strategies

We have discussed various strategic questions for HR. The next step is to understand how to choose the right questions. It's important to tailor these questions to fit specific contexts and goals.

5 Tips for Choosing the Right Questions for HR Leaders

 Here are five tips to help you select the most impactful questions:

  1. Align with Objectives: Ensure your questions support your business's strategic goals.

Example: If improving employee retention is a goal, you might ask, 

“What strategies are we implementing to enhance employee satisfaction and retention?”

  1. Prioritize Relevance: Focus on issues that are current and impactful to the organization.

Example: If there's a recent change in company policy, ask, 

“How are we communicating these new policy changes to all employees effectively?”

  1. Encourage Thoughtful Responses: Opt for open-ended questions that encourage detailed answers. 


“What do you think are the biggest challenges facing our HR department today, and how can we address them?”

  1. Consider the Audience: Tailor your questions to the expertise and role of the HR leader you’re speaking with. 

Example for the Head of Talent Acquisition, ask, 

“What new strategies are you considering to attract top talent in a competitive market?”

Example for a Chief HR Officer: 

"What strategic HR initiatives do you believe will most effectively drive organizational change?"

  1. Foster Continuous Improvement: Ask questions that identify areas for improvement. 

Example: "In what areas do you think our HR processes could be more efficient, and what steps should we take to improve them?”

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We’ve got our questions set; next, let’s find out what HR needs to tackle. What are the top priorities in HR right now?

What Are the Most Important Strategic HR Priorities?

This section will delve into the core objectives. And focus areas that HR leaders should focus on to align with the company's strategic goals. 

We will discuss the evolving role of HR in a changing business environment. And how HR can proactively address these challenges.

How to Identify Critical HR Areas

  • Evaluate Needs: Assess the organizational goals and workforce capabilities.
  • Analyze Data: Use feedback and performance metrics to pinpoint HR gaps.
  • Prioritize Functions: Determine essential HR functions like recruitment and talent management. So to support the strategic goals.
  • Collaborate: Work closely with other leaders to ensure HR objectives align with broader business needs.

This streamlined approach keeps the information accessible and easy to digest. It is ideal for busy HR leaders looking to grasp essential strategic HR priorities.

What is Strategic HR Leadership?

Strategic HR leadership is about aligning human resources management with an organization’s long-term goals. Here’s a quick breakdown of its key aspects:

  • Vision Alignment: HR initiatives drive the overall business strategy.
  • Proactive Planning: HR anticipates future workforce needs and prepares for change.
  • Collaboration: HR works closely with leaders to integrate HR with business needs.
  • Talent Optimization: HR focuses on acquiring, retaining, and developing top talent.
  • Performance Management: HR implements systems to measure and improve employee performance.
  • Change Leadership: HR guides the organization through changes with employee engagement.
  • Culture Champion: HR shapes a positive culture that fosters innovation and inclusivity. It aligns with business objectives.

Now that we know our main HR goals, we need to talk about how to tell everyone about them. How can we improve communication between HR and employees?

How to Ensure Effective Communication Between Employee and HR?

To ensure effective communication between employees and HR, it's important to create accessible communication channels.

Good communication between HR and employees is key to a happy workplace. Let’s look at how we can keep those lines open and solve some typical challenges.

Best Practices for Effective Communication

  • Keep it Clear: HR should always aim to be clear and straightforward in their messages to avoid any confusion.
  • Stay in Touch: Regular meetings or quick chats can help keep everyone on the same page. It makes it easy for employees to voice their questions or concerns.
  • Be Approachable: HR should be easy to reach, whether it’s in person, by email, or even a quick text message. So, employees feel comfortable coming forward when they need to.
  • Build Trust: Ensuring that conversations, especially sensitive ones, stay confidential helps build trust.
  • Respect Differences: Tailor your communication to be inclusive. Also, consider all the diverse backgrounds in your workplace.
  • Act on Feedback: Show employees that their opinions matter by acting on their feedback whenever possible.

Challenges and Solutions for HR and Employees Alignment

Expectation Gaps: Sometimes employees aren’t quite sure what to expect from HR.

✔️ Fix: Make sure everyone knows what HR does by talking about it in meetings and sharing information regularly.

Policy Awareness: Employees might not know about the resources or policies that could help them.

✔️ Fix: Use emails, posters, and team chats to spread the word about what’s available.

Change Resistance: Changes can be hard, and some might not be welcome.

✔️ Fix: Get everyone involved early on by asking for input and using that feedback to shape new policies.

Too Much Info: It’s easy to feel overwhelmed if there’s too much communication.

✔️ Fix: Keep messages concise and prioritize what’s most important. Visuals can help break it down too.

Tech Hurdles: Especially in big or remote teams, the wrong tech can make communication tough.

✔️ Fix: Choose easy-to-use tools and offer training so everyone feels comfortable.

By tackling these practices and challenges, HR can create a more connected and supportive environment for everyone.

After looking at how to better communicate between HR and employees, let’s wrap things up and see why it really matters.


Engaging HR leaders with these important questions is crucial. It helps clarify goals, improves teamwork, and ensures everyone is moving in the same direction. 

Here’s what we have learned:

By engaging HR leaders with these targeted questions, organizations can foster a forward-thinking HR department. They not only respond to current challenges but also anticipate future needs.

Why Ask Questions?: Asking the right questions helps everyone understand their roles better and keeps the team aligned.

Get Chatty: Talking with HR leaders isn’t just about addressing issues. It’s about making the whole organization work better together.

Use the List: The strategic questions we discussed are like tools that help improve HR strategies and strengthen the company.

Something for the HRs too: So, the HR leaders ensure that everyone at work is on the same page. 

I encourage all HR professionals, company leaders, and employees to utilize these questions. They are a tool to refine their HR strategies. This will improve communication and collaboration across departments. And you’ll drive more effective organizational alignment.

It’s a straightforward way to make a big impact. You can also use tools like Wrenly to help you out.

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More Articles From Ali Khan

Ali is a co-founder of Wrenly known for his innovative thinking and exceptional drive to create value for every Wrenly customer. His dedication, mentorship, and leadership skills have not only shaped various careers but have also made him an invaluable asset to the Wrenly team.

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