Strategic Partner

Today, business acumen and strategic thinking are core competencies for HR leaders.

HR leaders are expected to develop robust people plans aligned with the business strategy.

Data-Driven

48% of HR professionals said their organizations plan to invest in people analytics software over the next three years according to a recent study by HR Open Source.

Companies can realize benefits like decreased time to hire, predicting hiring needs, employee satisfaction and more with data-driven HR leaders.

Automation is where the world is headed. Don't just stand still, integrate support services that will speed up your hiring process by 7 times, like Playhunt. No more labor flow, no more hiring the wrong person for the position, no more long screening of identical CVs.

Ability to Diagnose Problems

Harvard Business Review suggests that HR leaders should be well integrated with the CEO and CFO to examine the causes of challenges and setbacks, because most problems are people related.

Marketing Mindset

HR leaders must use marketing and branding strategies to attract top industry talent.

Successful HR leaders will embrace this process and add value if they have a marketing mindset.

Storytelling

From the messaging in a job description, to career site about sections, the story needs to be compelling and consistent.

Compelling story can attract a candidate who is currently employed elsewhere.

Actions taken:

  1️⃣  New HR leader put in place with focus on strategic business goals and aligning HR processes and investments to those goals

  2️⃣  Challenged "good "ol boy" club - required consistency in pay and hiring practices

  3️⃣  Stopped all "pet" training programs and coaching "gifts"

  4️⃣  Required senior leaders to practice what they preached

Results achieved:

As a business owner, the value in working an HR professional who demonstrates courage means the following:

  1️⃣  Holding me accountable / making me better / keeping leadership honest

  2️⃣  Ensuring we deliver on our culture and commitments to our people

  3️⃣  Delivering value and impacting people practices (and also the bottom line)

  4️⃣  Improving the reputation and credibility of HR

An HR Warrior is someone who’s passionate about making an impact at the organizational and the employee level. They want you. They’re inviting you in and you’re just an equal player.

C is for Courage

Do you have the courage to use your voice for the employees when they need to?

H is for Humility

People think we should know everything, so saying “I don’t know” is really tough for HR people. We don’t run the business, we facilitate. HR can get jaded if the leaders aren’t taking your advice.

A is for Accuracy

It’s asking ‘why’ and getting to the root cause, not just putting on a bandaid.

R is for Resilience

What are the possible obstacles and how can we work through them?

G is for Goal orientation

HR goals have to be tied to the business goals. You need to be able to say what you’re doing and how it applies to your business’s goals.

E is Exemplary

HR is on a stage, usually because they helped them get hired, or asked them to do training. We have to walk the talk.

▶️ Podcast & Interview with Author

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