How To Stand Out As A Great HR Leader
In this blog post, we will talk about how to become an outstanding HR leader in the new era of hybrid/remote work.
Human resources is the backbone of any successful organisation.
They are responsible for hiring the right people, managing payroll and benefits, and ensuring compliance with employment laws.
Leading a human resources team is no small undertaking.
In addition to the need for hard skills like using HR technology and vast knowledge of complex topics like benefits and compliance, HR leaders must also demonstrate an entire arsenal of soft skills, including empathy, communication, organisation, and leadership.
The best HR leaders are able to juggle all of these balls effectively, creating a positive and productive work environment for all.
In today's business landscape, many are expected to not only handle payroll and recruitment, but also to act as strategic partners in driving a business towards success.
This is especially true in light of the recent shift to hybrid and remote work arrangements brought on by the COVID-19 pandemic.
Human resource leaders today have their work cut out for them. They need to be able to adapt to the ever-changing landscape of the workplace and find new ways to support employees, both in-person and remotely.
With so much at stake, they need to be up for the challenge. Luckily, many are more than up to the task. They are strategic thinkers and creative problem-solvers who are always looking for new ways to support their employees and help their businesses thrive. Thanks to them, today's businesses are able to weather any storm.
But what does it take to stand out and become a great HR leader? You don’t have to be a Chief Human Resources Officer to be a leader in HR. Instead, what differentiates an HR leader from any other HR person is approach and proper mindset.
To manifest leadership in HR, focus on honing these abilities:
Master The Basics
Businesses have always relied on HR leaders’ expertise to ensure compliance with an ever-growing web of labour laws and regulations, attracting and retaining the best talent, compensation and benefits, medical and family leave, total reward proposition and so much more.
In order to be successful, today's human resource leaders must have a deep understanding of organisational psychology, psychological safety, employee engagement, diversity, equity, and inclusion best practices.
They must be able to build trusting relationships with employees and leaders alike. And they must be constant learners, always keeping up with the latest changes in the field. Human resource leadership is a complex and demanding role, but those who are up to the challenge can help their organisations achieve great things.
How to achieve this:
Keep up with the latest trends, best practices, and research. Reading global publications and websites like Harvard Business Review and Inc. also helps. Aside from reading global publications, another good idea is to read a more locally relevant publication that will help you keep up with your local labour laws and community changes.
Attend industry events. It’s a great way to connect with colleagues in different organisations, learn about tactics and strategies, get help solving knotty problems, receive recommendations for vendors and products, and focus on new and emerging areas of thought. You will benefit immensely from attending these types of events. Attending industry events will help you stay ahead of the curve and be better prepared to meet the challenges of your ever-evolving profession.
Constant and continuous learning are hallmarks of great HR leaders, so look out for short courses, degrees, lectures, diplomas and online learning opportunities to help you upskill your (and your team’s) knowledge.
Embrace Data Technology
There has been a dramatic shift in the way that organisations operate because of the COVID-19 pandemic . With the rise of remote and hybrid work structures, reliance on SaaS technologies has skyrocketed. This increased dependence on tech has led to greater collaboration between HR and IT.
As human resource leaders embrace data-driven decision making, it is essential for organisations to integrate people processes that collect and analyse data to drive strategic business decisions and improve overall performance. By leveraging the power of technology, HR and IT can work together to create a more efficient and effective workforce.
How to achieve this:
Ensure you select the correct resources/tools you require to change the way your organisation gathers and analyses data. You can ensure collection of the correct tools by doing a thorough research.
By automating the hiring and onboarding process it reduces the time to hire the best talents.
Employee churn can be a major problem for companies, leading to disruptions in productivity and increases in costs. To reduce the impact of churn, it is important to be proactive about predicting and preventing it at an individual level. By taking the time to identify employees who may be at risk of leaving, companies can set up programs to either re-engage them or replace them. This helps to ensure smooth transitions and avoid a lull in productivity while waiting for a new person to onboard. While it takes some effort to implement, a proactive approach to employee churn can pay off in the long run.
To effectively measure productivity, it is important to collect data at multiple levels. Individual productivity can be measured by tracking factors such as speed and effectiveness. Team productivity can be measured by tracking the number of successful projects or the average cost per project. Organisational productivity can be measured by tracking profit margins or the level of customer satisfaction. By collecting data at all three levels, organisations can get a comprehensive view of productivity and identify areas where improvements can be made. In addition, this data can be used to assess the impact of changes on productivity levels and identify any bottlenecks in the system.
When introducing new tools to the workplace, it is important to provide employees with opportunities to learn how to use them. Training sessions can help employees to understand the features and benefits of the new tool, and how it can be used to improve their work. In addition, experts can be brought in to provide demonstrations and answer questions. By taking these steps, you can ensure that your employees are able to make the most of the new tool and that it provides a valuable addition to your workplace.
Develop A Sense Of Design Thinking
In today's rapidly changing business landscape, HR leaders must be more innovative than ever before. They need to be able to quickly adapt to new circumstances and shape organisational culture. One way to do this is by using design thinking.
Design thinking is a powerful tool that can help you do just that. Design thinking applies tools from the world of design to human behavior. The idea is to avoid risky decisions based on instinct and past indicators that may have no bearing on the future. This helps businesses make better decisions, faster. It helps you take a systematic and creative approach to problem-solving.
By applying design thinking to HR, you can help your organisation build a more agile and responsive culture. You'll be better equipped to identify opportunities for innovation and create lasting solutions to challenges.
As an HR leader, if you can master design thinking, you'll be in a much better position to help your company succeed.
How to achieve this:
Take a page from other industries' playbooks, in other words, spend some time studying other industries, and treat your employees like customers. That means understanding their needs and wants, and applying the best sales, marketing, and design practices to engage and retain them.
Solve issues your organisation faces in the ideation process by collaborating with the other departments.
Defining and bringing to life a culture that keeps people engaged, healthy, connected, satisfied, and performing their best.
HR roles has evolved significantly in recent years, and the trend shows no signs of slowing down. In the past, HR was primarily focused on administrative tasks such as maintaining employee records and processing payroll. However, as the business world has become increasingly complex, the demands placed on HR have increased exponentially. Today, HR is expected to not only be experts in employment law and compliance, but also to be strategic partners who can help drive business objectives. As a result, the old model of HR-as-administrator is no longer sufficient. It’s time for HR to embrace a new vision that sees the HRD as the source of knowledge regarding the most critical resource available in the business: its people.
What are the skills a great HR leader need?
Now that we discussed the big picture, let’s take things down to a micro level, on an individual scale. Here are the most meaningful skills to possess as a great HR leader.
Forward-Thinker: Flexibility is key. Be in-the-know on current on the latest technological trends to optimise processes and remain ahead of the curve. This way you can adjust policies and strategies as needed and in a timely manner.
Empathy: As technologically advance and data-driven as you can be, at the end of the day, being in HR is ultimately about the people. This makes emotional intelligence and empathy invaluable skills that play a central role in offering the required guidance and support.
Communicator: You must possess the ability to effectively communicate since HR is one of the few departments that communicates with nearly everyone in the organisation. Practice open dialogue, transparency, unbiased communication, and active listening to build trust.
Ethical: As an HR leader, you play a critical role in protecting the confidential data and sensitive information of your organisation. It is essential that you apply high ethical standards and follow the most up-to-date security practices to ensure the privacy of this information. Data breaches can have serious consequences for organisations, so it is crucial that you do everything you can to prevent them. Make sure that you are regularly updating your security protocols and that all staff members are trained on how to handle confidential data. By taking these measures, you can help to keep your organisation’s information safe and secure.
Problem-solver: No day in the life of an HR leader is the same as the day before, but most have one thing in common: They are full of little fires you have to put out. You are constantly faced with new challenges that require quick thinking and strategic solutions. Whether it's a conflict between two employees or a tricky organisational issue, you need to be able to assess the situation and come up with a plan of action.
******************************
The role of HR has changed significantly in recent years, and HR leaders may find it difficult to adjust to their new responsibilities. In the past, HR was primarily focused on compliance and administration, but today's HR leaders must be fully engaged in the present and invest their efforts in creating great cultures, engaging people, and optimising performance. This shift can be challenging, but it is essential for long-term success.
To be successful, HR leaders must first understand the expectations of their new roles. They must then create a clear plan for how they will meet those expectations.
One must be constantly innovating and thinking ahead to the next challenge. It also means being willing to take risks and experiment with new ideas.
Above all, it requires a commitment to continuous learning. By staying abreast of the latest developments in HR, and by being open to new ways of doing things, they can position themselves as leaders in their field.
By taking these steps, HR leaders can ensure that they are fully prepared to embrace their new roles and deliver long-lasting success.
Do you need help in executing a plan with diligence and focus for your organisation? Let us help you.
