There is no laid down format. It is a concept which implies that HR should understand the strategy for business growth (which could be scaling up operation by addition of units/ expanding through mergers & acquisitions etc..). And it should evolve a plan to provide people with the required competencies/ skills (through recruitment, promotions, training etc..), within the time frames of growth, and institutionalize processes for Leadership development, manpower planning, skills enhancement, grooming & retention of talent, creating of succession pipelines etc... HR strategy should aim at becoming a business partner. This means how HR can function as a 'Profit Center'; may be by curtailing manpower budgets through technology interventions (that is enhance productivity without engaging additional workforce - a typical approach deployed in a manufacturing set up; utilize Capex & reduce Opex).
Hope I have given some insights for aligning HR to Business strategy. In brief, it means enabling the organization to enhance productivity with the existing resources, in tight time frames, and keep doing it through innovative approaches without creating unrest in the organization.
May be some more valid points from the experts will make us all learn. Thanks for initiating a valuable discussion, since this is what HR folks must learn to be respected as professionals. 8th February 2013 From India, Delhi