How to Align Your HR with Your 2026 Plans (Even if You Have 1 or 1000000+ Employees)

As the end of the year approaches, many founders and business leaders are busy refining their goals for 2026, growth targets, new markets, product launches, or simply stabilising after a whirlwind few years. But one area that often gets left behind in planning conversations is HR.

Whether you’re a team of one, ten, a thousand, or a million, aligning your people strategy with your 2026 business goals isn’t a luxury, it’s a necessity. When your HR plans and business plans move together, everything from performance to culture to profitability becomes easier to achieve. Here’s how to get started

1. Start with your business goals

Before you touch your HR plan, be crystal clear on where your business is heading in 2026.

Ask yourself:

• Are we aiming for growth, stability, or consolidation?
• Will we need new skills or roles to get there?
• What kind of culture do we want to strengthen or build?

Once you’ve defined your direction, HR can become a key driver, not just an admin function.

For example, If your goal is to future proof your business then your HR Priorities might be to upskill your team on AI, hire experts and restructure your team so that it is set up to achieve sustainable success.

2. Review your current people picture

You can’t plan for the future without understanding your starting point.

Review the essentials:

• Headcount and structure. Do you have the right people in the right roles?
• Skills and capability. Where are the gaps?
• Engagement and retention. Are your people motivated and likely to stay through change?
• Policies and compliance. Is everything up-to-date and fit for purpose?

Even if you’re a small team, these checks help you make decisions confidently rather than reactively.

3. Build a people plan that supports delivery

Now that you know your business goals and current position, map out what needs to happen across these HR areas:

• Recruitment. Who do you need to hire, and when?
• Performance. How will you measure and reward success?
• Development. What training or coaching will help people perform at their best?
• Engagement and wellbeing. How will you keep your team motivated and supported?
• Culture. How will your values show up in everyday behaviour and decision-making?

Each area should connect back to your 2026 business plan, creating alignment and purpose.

4. Be realistic (and flexible)

Plans are great, until reality hits. So build flexibility into your HR approach. Set quarterly reviews where HR and leadership sit down to ask:

• Are our people plans still fit for purpose?
• What’s working, what’s not, and what’s changed in the business?

This helps you adapt without losing momentum.

5. Don’t go it alone

Whether you have no HR team or a full department, getting expert support can make all the difference. An external HR partner can help you:

• Turn strategy into actionable steps
• Manage risk while scaling
• Bring fresh, objective insight
• Free up your time to focus on growth

Ready to plan your HR for 2026?

At Ig-hr, we work with start-ups and SMEs across Liverpool and beyond to build HR strategies that actually deliver. We’ll help you align your people, purpose, and performance for a brilliant 2026, whatever your size or stage.

If you’d like help reviewing your current HR setup or building a people plan that supports your goals, let’s talk.