A city council is drafting a 10-year community vision that names facilities, millage, and service expansions but never mentions workforce capacity. The CHRO has been told to write an HR plan after the vision is adopted. What should the CHRO do?
Select an answer to reveal the explanation.
Short Explanation
A vision with no people in it is like drawing a parade route without checking whether anyone can walk it. Waiting for a later HR plan means the city already promised services it may not be able to staff. Get in the room now and put workforce capacity on the table while the vision is still clay.
Full Explanation
SPHR-level contribution to organizational strategy occurs during vision and mission formation, not after council locks the document. Workforce capacity, critical-role coverage, and labor-market constraints are strategy inputs because they determine whether service expansions are feasible. An after-the-fact HR plan can only retrofit people practices onto commitments already made to residents. Sitting in the session with a people-capacity brief lets the CHRO inject those constraints before the 10-year vision becomes a political promise.