At a recent HR Summit, one moment stood out:
The room was full of experienced HR professionals representing diverse businesses and industries.  Midway through the presentation, a slide posed the question, “How many of you are actively engaged in long-term workforce planning for your organization?”  Only one hand went up.  It was the moderator.

That moment speaks volumes.

At Sherpa, we talk to HR leaders every day.  We know these leaders value strategic planning as critical.  We also know that ever increasing day-to-day demands on their time often means planning gets pushed to the back burner.

To say the least, the tension between putting out immediate fires and future-focused thinking is real.  Unfortunately, so is the reality that skipping long-term planning doesn’t just delay progress – it creates gaps in talent, engagement, and retention that are harder (and costlier) to fix later.

The Reality: Why HR Teams Struggle with Long-Term Planning

HR professionals today are juggling more than ever:

• Constantly shifting talent demands and hiring capabilities due to economic shifts
• Employee relations challenges
• The evolving landscape related to DEI initiatives
• Policy changes and regulatory updates
• Technology integration – including figuring out how to incorporate AI and evaluate how it fits into the organization
• And let’s not forget retention, rewards and engagement

According to Lisa Hildreth, Managing Director of Sherpa, “many of my current clients lament that their HR team is constantly in hyperdrive – recruiting, onboarding, handling employee relations – you name it. They’re also dealing with budgetary constraints due to the current economic climate and a flurry of regulatory changes that always accompany a new administration.  In many cases, they just don’t have the bandwidth to deal with it all and still find time to plan ahead.”

The pressure to “keep the ship afloat” in the short term is real. But without planning for the future, you’re always one resignation, skill gap, or culture issue away from disruption.

What’s at Stake Without a Plan

When long-term HR strategy is neglected, organizations risk:

• Inconsistent or misaligned hiring decisions
• Skill shortages that stall growth
• A reactive culture rather than a proactive one
• Higher turnover due to mismatched roles or unclear career paths
• Lack of leadership development or succession planning

Workforce planning doesn’t just benefit HR, it drives organizational resilience, continuity, and competitive advantage.

How Sherpa Helps HR Leaders Plan Ahead

Whether you need help building workforce plans, aligning hiring to business goals, or simply freeing up your time, Sherpa acts as a strategic partner to help you move from reactive to intentional.

We offer:

• On-demand staffing to relieve short-term pressure (Direct Hire, Contract, Contract-to-Hire) and provide much needed flexibility.
• Workforce planning insights based on real market data and our 20+ years of experience working with clients in Charlotte.
• Talent strategy consulting to align roles, goals, and resources
• Support in HR team buildouts, Total Rewards, and organization design

We’re not just filling roles—we’re helping you build the future of your team.

🔗 Resources to Support Long-Term HR Strategy:

• SHRM: Why Strategic Workforce Planning Matters
• LinkedIn Talent Solutions: The Value of a Long-Term Hiring Strategy
• Sherpa’s Human Resources Talent Solutions

💬 Let’s Start the Conversation

If you’re ready to break out of the day-to-day grind and build an HR strategy that works for today and tomorrow, we’d love to talk.