THE HR SELF-CHECK
Are you an HR professional doing valuable work, but still not seen as strategic enough?
Where are you on the shift to strategic HR? Take the free HR Self-Check and get your score in the 9 areas that shape a strategic HR role, plus your next step in each.
The shift you'll see
Free · about 15 minutes · 45 statements
Sound familiar?
Your days fill with urgent requests and other people’s problems, and the HR strategic work keeps moving to next week.
You know what the organisation needs and you have the experience to deliver it, but not the support to act.
Recruitment, appraisals, wellbeing: valuable work, yet leaders don’t see any of it as strategic.
When things get tight, you take on work that isn’t HR, and you don’t push back.
A new leader or a restructure has pushed HR further from the top table, and HR is treated as a cost to manage rather than a partner.
You’re trusted and well liked, but your role stopped growing a while ago, and you’ve quietly made peace with it.
You’re not alone. You have the capability. What usually needs attention is where your time, voice and energy are going.
What you'll get
Your overall stage: Operational Mode, In Transition, Emerging Strategic Voice or Strategic Partner.
Your score in each of the 9 areas that shape a strategic HR role, so you see your strengths and growth areas at a glance.
A next step for every area: what your score means, and a practical action you can take this week.
Your stage: Emerging Strategic Voice
3 of 4
The 9 areas you'll be scored on
They cover three things a strategic HR role depends on: how you connect HR to the business, how much influence you have with leaders, and the energy and support to keep going.
The business
- 1Seeing the Bigger Picture
- 2HR Strategy & Business Priorities
- 3Business Case, Budget & Impact
Your influence
- 4Trust & Influence
- 5Personal Brand & Presence
- 6Voice & Courage
You
- 7Energy, Boundaries & Purpose
- 8Relationships & Support
- 9Future Readiness & Career
Who it’s for
HR managers, HR business partners and People & Culture leads who want to move from keeping things running to helping shape where the organisation goes.
It’s also for HR professionals preparing for their next, more senior role, who want to start thinking and working strategically before the promotion comes.
Whether you lead a team or you’re the only HR person in the building.
WHY I CREATED THE HR SELF-CHECK
A mirror, and a benchmark
I’m Elli Matsouka, executive and team coach, strategic advisor and founder of Elli & Co.
Over my consulting years, I kept noticing what the best-performing HR teams had that others were still missing. The HR Self-Check brings that experience together in one place.
It holds up a mirror to where you might stand today, on the scale from operational to strategic HR. It gives you a framework for the shift, and it shows what might be missing for you to step into a more strategic role.
It’s a self-reflection tool, built from what I’ve seen work. It won’t label you; it gives you an honest look at your role and a clear next step.
The experience behind it
20 years in and around HR, with organisations across Europe and the Middle East
Former consultant at Deloitte and EY, in leading roles
Former EMEA HR and Development Manager at a multinational group
EMCC Senior Practitioner in team coaching and Practitioner in executive coaching
Former Board Member of the European Association for People Management (EAPM)
I believe the HR profession has a greater role to play in making work better for everyone, and that’s why I’m working to support the people in it.
Fifteen minutes. 45 statements. A clearer view of your next step.
Your answers are confidential. Individual results aren’t shared with anyone; only combined, anonymised results are used to build benchmarks.
The HR Self-Check is a self-assessment and reflection tool, not a validated psychometric or similar test.