If you're an HR professional who walks into every 1:1 meeting prepared with a list of updates, but walks out feeling invisible, you're not alone.

I work with HR leaders in organizations where HR has been underprioritized for years. These professionals are brilliant, committed, and effective. But they’re often seen as doers, not decision-makers.

The good news? You can shift how you’re perceived, starting with how you show up in your next 1:1.

In this post and video below, I’ll break down exactly what to say in your next HR 1:1 meeting so that you're seen as a strategic leader, not just an administrative support person.

Watch the full video here:

Too often, HR professionals treat one-on-ones as housekeeping meetings, focusing on status updates, to-do list check-ins, and scheduling recaps.

But when leveraged strategically, 1:1s become career-defining conversations.

This is your time to:

• Share how your work ties into business results

• Ask thoughtful questions that show you're looking ahead

• Build trust and visibility with leaders who influence promotions and stretch assignments

When you master how to talk in these meetings, you stop being seen as “support” and start being seen as essential.

Let’s walk through three types of conversations that can completely shift how you're viewed in these meetings.

Instead of saying, "We finished the open enrollment packets this week."

Try: "This week, we streamlined open enrollment packets and reduced confusion by clarifying eligibility language. We expect fewer employee questions, which frees up time for managers."

This version connects your work to a business outcome such as time savings, reduced errors, or improved employee experience.

Strategic leaders don’t just report activity. They highlight impact.

You don’t need a fancy title to be seen as a visionary.

Try this: "I've been noticing a trend in exit interviews around lack of feedback from managers. I’d love to explore how we can support our leadership team with better performance conversations this quarter."

This signals that you’re:

• Paying attention to patterns

• Thinking proactively

• Positioning yourself as a partner to leadership

It’s not about being perfect. It’s about being curious and connected to the bigger picture.

If you're not sure what your leader values most, ask. But don’t stop there. Use the answer to align your efforts.

Say: "What upcoming priorities should I keep in mind so I can align our HR efforts to support them?"

This shows initiative, strategic alignment, and a willingness to flex for the greater good. It also opens the door for visibility on projects that might otherwise bypass you.

When HR professionals start speaking this way, here’s what changes:

• You’re invited to the table for earlier conversations.

• You’re seen as a partner, not a process pusher.

• You stop being overlooked for promotions or stretch opportunities.

You don’t need a title to lead strategically.

You just need the language that reflects the value you already bring.

Here’s the truth: If you’re not telling your strategic story, no one else will do it for you.

Organizations can’t promote what they don’t understand. And they won’t invest in what they don’t see as essential.

Your 1:1s are the weekly audition for the next opportunity. Stop playing the role of task manager. Start owning your space as a strategic voice in the business.

This shift is one of the many things we work on inside the HR Leadership Accelerator, where I teach HR professionals how to go from overlooked to influential using clear, practical frameworks that drive results.

You can start practicing this shift today, one conversation at a time.

Ready to apply? If you're an HR professional with expertise to leverage and you're ready to make a big impact by crafting your own HR career path, click here to schedule time to see if we're a fit to work together inside The HR Leadership Accelerator: https://calendly.com/talentedteamsconsulting/strategy