6 Traits of the Next-Generation HR Leader

Because 7 is too many and 5 is not enough.  Thoughts and comments recommended…

1) Can manage complex teams of employees, partners and vendors.  HR departments are morphing into diverse, complex organizations that include support from outsourcing providers, technology vendors, third-party recruiters, internal workers, contingent employees, etc.  Management skills of employees and non-employees is critical to success.

2) Knows how his strategy (and execution of that strategy) is impacting the financial performance of the business.  I speak to many HR executives on a weekly basis.  It is my estimate that most, especially those in mid-to-small businesses, still cannot articulate how they impact the balance sheet.  HR executives must be able to define what the key metrics and performance indicators are for the HR organizations and how their decisions impact the business. 

3) Uses analytics to manage his business.  Most HR executives and managers use analytics to justify their own existence…can you say, "Time to Hire".  The use of analytics will quickly determine "who gets it" versus those just filling a role.  Metrics and dashboards are not simply to see how fast you are going or how much gas is in the tank but what the road looks like in 5, 10 &100 miles and provide detours in the case of roadblocks, weather conditions, and schedule changes.

4) Creates a flexible work environment and is capable of managing change.  Change management is becoming a critical competency for HR leaders. Ever-changing regulatory and compliance issues, complex outsourcing relationships and global workforce dynamics and policies require HR organizations to become more flexible than ever.  Workforce planning will quickly become a top issue in HR and organizations must structure the business to adapt on-the-fly.

5) Capable of selling his strategy throughout the organization.  As a former Fortune 500 CEO once told me…"if you are not out selling, you are sitting on your ass!"  HR leaders are no exception.  HR must sell their vision within the organization and get buy-off throughout the organization from the top leadership down to each individual employee.  HR should not be feared but embraced.

6) Understands technology and how to deliver technology to an enterprise.  Technology is becoming an increasingly important influence on HR departments.  SaaS vendors are quickly becoming not just technology enablers but can provide best practices based on functionality delivered and intelligence that is leverage within the solution.  HR technology decision-makers must focus on simplified usability in an effort to gain user support and adoption. 

June 20th, 2006