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A Job evaluation is the last step in the organisation design, it is almost a sore-thumbing of the functionality of an organization. The JE process will review the 'sanity' of the organization structure as it defines distances between jobs, effects of reporting lines and ambiguity in roles tec. A JE is however an activity and as such not a strategy. The strategy, in other words the vision of the future beyong the known horizon, is not something related to JE, as you can only evaluate what is known (e.g. the content of a job), as when this is not known you cannot evaluate it. One item of the HR strategy is to choose how to evaluate. This relates to the choice of method (and how to organize the process), as the diferenty providers look with different emphasis to the evaluation, where mercer + Hay for instant look similar, whereas Towers/watson whyatt has a different emphasis. The choice of method is a consequence of a stratgy, it is in itself not a strategy either.
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