30-07-2025
Nine Strategies To Help Companies Navigate Tariffs And Sustain Growth
Tariff fluctuations and global trade uncertainty can create ripple effects across a company's operations, from supply chains to strategic planning. In these moments, HR leaders play a crucial role in helping businesses remain agile while staying aligned with both short- and long-term goals.
Whether through scenario planning or investing in employee development, the right HR strategies can maintain stakeholder confidence, legal compliance and overall resilience. Below, the nine members of Forbes Human Resources Council share their best advice for HR leaders supporting their organizations through these economic shifts.
1. Prioritize Long-Term Talent Investment Over Short-Term Cuts
HR leaders should help the executive team make long-term decisions related to people, and not short-term ones based on macroeconomics or government initiatives. We invest heavily in recruiting, training and nurturing top talent. Too often, leaders jettison good people in the face of short-term challenges and then spend even more to replace the talent when the situation improves. - John Allen, G&A Partners
2. Invest In Skills And Innovation During VUCA Times
It isn't the first or last volatile, uncertain, complex and ambiguous (VUCA) time. One of my retail employers delivered profitable growth because we invested in skills with continuous training on cross- and upselling, as well as customer experience. We also added more variety and colors to our stores. Our sales increased, and the reason the numbers started climbing is that others were reducing expenses. We were still investing. - Ashutosh Labroo, SuccessionIQ
3. Plan Scenarios And Communicate With Transparency
HR's role is to help the business respond—not just react—to uncertainty. That starts with clear scenario planning tied to talent risk, culture continuity and long-term capability needs. Leaders can't protect every role, but they can protect trust by being honest about what's changing and why, and by involving employees early in the conversation. - Nicole Brown, Ask Nikki HR
4. Use Predictive Modeling To Prepare For Shifts
HR needs to use predictive modelling of its human resources and cost base, projecting several scenarios that could play out with tariffs. This would provide some level of certainty in the uncertainties there. It would also allow HR to scenario plan its responses and be competitively ready for whatever shift happens. - Angela O'Donovan, UCC
5. Align Workforce Strategy With Business Priorities
Strategic workforce planning is essential for helping leaders stay agile amid global tariff uncertainties. HR can analyze labor costs, supply chain shifts and market trends to guide decisions about where to invest or scale back talent efforts. By aligning workforce capabilities with evolving business priorities, HR ensures that short-term needs are met without compromising long-term growth. - Dr. Timothy J. Giardino,
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6. Connect Talent Plans To Value Drivers
Tariffs may hit trade, but the real risk is losing line of sight. HR must help leaders and teams connect decisions to how the company makes money and where costs sit. When people understand value drivers, they can pivot fast, cut smart and protect profits. Uncertainty isn't the enemy—operating blind is. Transparency beats turbulence. - Prithvi Singh Shergill, Tomorrow @entomo
7. Strengthen Agility With Analytics And Cross-Skilling
HR drives short-term agility through scenario-based workforce planning, cross-skilling, clear communication on business outlook and key talent retention. Long-term, HR should strengthen resilience with global talent strategies, robust compliance and a culture of adaptability—aligning workforce strength with business goals and stakeholder trust. Leaders can leverage HR analytics to make data-driven decisions. - Sheena Minhas, ST Microelectronics
8. Co-Lead Strategic Planning With Finance And Ops
Amid tariff shifts, HR must co-lead with finance and operations—stress-testing workforce plans, scenario-modeling talent needs and protecting stakeholder trust through transparent, values-aligned messaging. Culture is tested in uncertainty. Strategic HR ensures resilience isn't just compliance—it's capacity built on purpose. - Apryl Evans, USA for UNHCR
9. Anticipate Talent Gaps With Scenario Planning
HR leaders should proactively anticipate how tariff-induced shifts could lead to talent shortages or surpluses. Strategic scenario planning allows the organization to model various market outcomes, identifying potential gaps or excesses in talent and skills. By developing clear reallocation strategies, HR ensures the workforce is optimally balanced, agile and prepared to respond swiftly to sudden changes. - Britton Bloch, Navy Federal
