Building a people strategy in Canada

In competitive markets, the businesses that often succeed are those that prioritize their people. Hiring the right candidates is just the start. Employers also need to build dynamic teams, foster positive workplace cultures and encourage employee engagement. Achieving these goals doesn’t happen by chance. It takes a well-planned people strategy that aligns people’s strengths with business needs. Supported by data, talent management solutions and expert guidance from people strategy consultants, this approach helps organizations create an environment where employees can perform at their best.

In this article, we’ll explore what a people strategy means for Canadian employers, why it matters in today’s workplace and how to develop a people strategy that helps drive both engagement and performance. 

What is a people strategy?

A people strategy is how organizations attract, engage, train and retain talent to support long-term goals. It helps employees reach their full potential, both as individuals and as part of a team. An effective people strategy considers employee well-being, psychological safety and alignment with labour laws and workplace standards across provinces and territories.

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Why do Canadian businesses need a people strategy?

People management can be influenced by many external factors, such as workforce availability, economic conditions, environmental shifts and government policies. In Canada, additional considerations include pay transparency laws, employment equity requirements and the increasing importance of flexible work.

Since employers can’t directly control these changes, taking a reactive approach may lead to inefficiencies and missed opportunities. Instead, building a people strategy allows organizations to stay proactive, anticipating changes in talent demand, enhancing retention and optimizing workforce planning.

Even if market conditions shift unexpectedly, employers can still achieve positive outcomes by:

• Gathering accurate data on employee engagement, turnover and skills
• Interpreting workforce and market data to understand what it means for their business
• Exploring potential scenarios to identify what’s likely to occur and why
• Testing possible HR practices to assess their impact before implementing them 

How to develop a people strategy that works

Developing a people strategy requires a mix of data analysis, insights from leadership and a deep understanding of your workforce. A comprehensive people strategy spans various elements, such as talent acquisition, employee development, succession planning, employee engagement and turnover reduction. Recognizing that employers may not have expertise in all these areas, many choose to partner with people strategy consultants. These professionals can help employers design frameworks that are practical, compliant and tailored to their business size and industry.

To create a strategy that works:

1. Define your business and talent priorities: Identify which roles, skills and behaviours will help your organization meet its short- and long-term objectives.
2. Collect and interpret data: Use HR analytics and employee feedback to understand workforce trends.
3. Design a flexible framework: Ensure your people strategy is adaptable, allowing adjustments for evolving business needs, technological advancements or changes in legislation.
4. Embed equity and inclusion: Reflect Canada’s diverse workforce by creating policies and programs that foster fairness and equal opportunity for all employees.
5. Align leadership and culture: A successful HR people strategy framework connects every leader to the organization’s values, ensuring consistent communication and accountability.

How do you implement a people strategy in the workplace?

Implementing your people strategy means turning planning into action. While every organization has its unique characteristics, some phases are common across companies:

• Hire the right people: Use data and behavioural assessments to identify candidates who align with both role requirements and company culture.
• Prioritize onboarding: Create an onboarding experience that helps employees understand their roles, build relationships and align with your organizational mission from the start.
• Invest in learning and development: Provide accessible, relevant training to help employees upskill, build confidence and advance into new roles with ease.
• Foster a supportive culture: A positive workplace culture is built on respect, transparency and open communication, not just perks or benefits.
• Make data-driven decisions: Use HR analytics to understand the factors influencing employee retention and turnover. These insights can help guide your strategies around compensation, recognition and engagement.

People strategy example

A Canadian apparel retailer was evolving its business model from a traditional product-focused approach to a service-based model. The retailer recognized the need for a new approach to hiring and development. To support the shift, the company wanted to implement a people strategy that aligned employee capabilities with the brand’s new customer experience goals.

Key actions included:

• Partnering with experts: Collaborating with people strategy consultants to redefine hiring profiles and workforce needs.
• Hiring for culture and potential: Using behavioural assessments and applicant tracking tools to identify candidates whose values and skills supported the company’s service-driven approach.
• Enhanced onboarding and training: Implementing comprehensive programs to help new employees perfect customer experience principles and company values. 
• Using workforce analytics: Using HR data to assess performance, identify development opportunities and track engagement trends.

This example shows that a clear people strategy plan can help Canadian businesses navigate change and empower their teams. 

From strategy to action with ADP Canada

Building a people-first strategy is an ongoing process, one that evolves with your workforce, technology and the changing world of work. The right tools can make all the difference when it comes to defining your organization’s people strategy or strengthening existing HR practices and programs.

ADP’s HR and talent management solutions help organizations connect strategy to action through data-driven insights, employee engagement tools and workforce analytics.

Check out our webinar with VidCruiter and ADP leaders to learn how the latest people trends will impact talent acquisition and how you can evolve your acquisition strategy to attract and retain the best talent. 

FAQS

This guide is intended to be used as a starting point in analyzing people strategy and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP Canada is not rendering legal or tax advice or other professional services.