How HR Can Drive Strategic Initiatives in Times of Uncertainty?

Renata Mattos, Human Resources Director North America, Leggett & Platt Automotive

Renata Mattos’s journey began in Brazil, where she built her HR foundations with curiosity and grit. Each role, from generalist to HR Director, taught her the value of empathy, adaptability and cultural nuance. Her global experience now fuels her purpose to create people-first workplaces that thrive through change and connection.

Challenges during uncertainty: Stability Starts from Within

As an HR leader with over 20 years of experience across South and North America, I’ve encountered many situations where the only certainty is uncertainty. Disruptions like the pandemic, economic downturns and labor strikes have become a constant in today’s professional landscape. One of the biggest challenges HR faces during uncertain times is the immediate pressure to reduce all costs, including headcount and vendor support. While cost-cutting is often necessary, it's not the only lever HR can pull. The real challenge lies in convincing executives and management that HR can offer strategic support. Leadership plays a critical role in navigating through the storm and it's our responsibility to support, engage and empower them.

There are many strategies HR can implement to help teams stay focused and resilient; starting with fostering a mindset of controlling what can be controlled.This includes clear communication, targeted development programs and initiatives that reinforce trust and collaboration.

HR’s Role in Resilience: From Integration to Empowerment

While working in Brazil, I led HR for a company undergoing a major merger between two former competitors—one North American, the other French. The cultural differences were significant and integration posed a real challenge. To support this transition, I partnered with the leadership team to organize a company-wide team-building event. The activity involved creating a Samba performance using a variety of instruments—something fun, inclusive and culturally relevant. This experience brought people together in a unique and memorable way. The results were tangible: we saw 5percent increase in employee engagement scores and 2 percent reduction in turnover in the following quarter. More importantly, it helped lay the foundation for a new, shared culture built on collaboration and mutual respect.

“Being a good listener is just as important as being a coach or mentor. Creating a culture where people feel heard and valued is essential for long-term resilience”

​First and foremost, HR must act as a true business partner. This means deeply understanding the organization’s goals, challenges and the strengths and weaknesses of its leadership team. Second, HR should focus on developing soft skills across the organization— empathy, adaptability, communication and resilience. 

These are the qualities that help teams thrive in uncertainty. HR also plays a dual role: sometimes we need to energize and challenge employees and other times we need to listen and support. Being a good listener is just as important as being a coach or mentor. Creating a culture where people feel heard and valued is essential for long-term resilience.

Words of Wisdom: Smart Planning

Start by aligning your budget with the organization’s reality and setting clear expectations with leadership. Then, get creative. There are many impactful initiatives that require minimal resources— icebreakers before meetings, team building during town halls and executive roundtables to improve communication. When employees feel strong, supported and focused, they can achieve extraordinary results. Even if we can’t predict the future, we can always find ways to adapt, solve problems and reinvent ourselves. My philosophy is simple: when HR leads with purpose, even the most unpredictable times become opportunities to strengthen culture, elevate talent and drive lasting transformation.