I think that there is a strong business case for strategic approach to HRM, even if academics and HR professionals do it out of self-interest.
As automated as a company can be, a company relies on humans to work, and companies survive based on its financial sustainability. If HR works on their own without a strategy that is aligned to the business direction, we can expect scenarios like a decline in the quality of people hired (e.g., job mismatch, expectation misalignment, etc.), challenges in retaining talents, and burnout employees to name a few. All these could eventually affect productivity and production quality, which pave a way for a domino effect to the company's finance when revenue declines.
For example, if the strategic direction of a company requires full digitisation in all processes, but HR continues to work in silo to hire people with no digital skills albeit with many years of working experiences, the company cannot perform at its best, and more time will be needed to do training than the real job itself.
As such, academics and HR professionals embracing SHRM can share their expertise in a scientific and structural manner in this area, so that even the non-HR people can be more inclusive of HR to understand the bigger picture, and can make a more holistic and informed business decisions that has HR elements.