Organizational culture and business strategy are two critical determinants of long-term organizational success. While business strategy provides the direction for achieving organizational goals, organizational culture shapes employee behaviours, values, attitudes, and work practices that influence strategy execution. Human Resource Management (HRM) plays a pivotal role in bridging the gap between organizational culture and business strategy by designing HR policies and practices that foster employee engagement, leadership development, performance management, learning, diversity, and change management. HR professionals contribute to creating a culture that supports innovation, collaboration, customer orientation, adaptability, and continuous improvement, thereby enabling organizations to achieve strategic objectives effectively. However, organizations often face challenges such as resistance to change, cultural misalignment, ineffective leadership, and inconsistent HR practices that hinder successful strategy implementation. This study examines the role of Human Resource Management in aligning organizational culture with business strategy. It explores the strategic functions of HR in shaping organizational values, managing cultural transformation, and enhancing employee commitment to organizational goals. The study also highlights the importance of strategic HR practices, leadership support, employee communication, and continuous organizational development in creating a culture that drives sustainable competitive advantage. The findings suggest that effective alignment between organizational culture and business strategy significantly improves organizational performance, employee engagement, innovation, and long-term business sustainability.