If you are hiring someone to work in HR, here are the traits that, based on my years of experience in the field, I think are necessary for success.
- Risk management
Your HR professional must be up to date on legal requirements, advise you regarding employment practices and policies, and have the backbone to stand up for what is best for the organization.
- Confidentiality
A lot of what happens in HR is confidential – hiring, firing, disciplinary actions, compensation, performance reviews, etc. Your HR consultant must be trusted to keep that information completely confidential.
- Interpersonal skills
The best HR consultants interact well with people at all levels and from a diversity of backgrounds. They demonstrate, through words and actions, that they are accessible and good listeners. Last, your HR consultant must hear employee concerns any time anywhere and be good at reading people to know if someone is lying or being manipulative.
- Change management
Much of what we do in HR has to do with change. We introduce change in policy, compensation, employment practices, etc. A competent HR professional understands change, knows that change can be hard for some people, has a tool kit for introducing change, and communicates change excellently.
- Culture
Leaders depend on HR to create a culture that enhances motivation and productivity. HR must stay current with best practices, have the skills to enhance your company’s culture, and be skilled at influencing others to jump on board.
This is my short list. What skills and traits are on your short list?
I really like how you talked about choosing HR consulting firms that have the ability to communicate with people from all levels and backgrounds. My friend was telling me about their place of work having an HR consulting firm coming in to help, and he didn’t really know what to think about it. I realized that I wouldn’t really know either, so I’m really glad I found your article about good traits of great HR consulting firms! Thanks for the info!
I agree with all you stated. To supplement what you stated, HR Managers must help feel included, respected and excited to be part of something larger than themselves. They must help create a vision that others want to be part of, building an environment where great things can happen, and developing people to reach their full potential. They must foster an environment where employees are emotionally connected towards the company, and more importantly their supervisor. That is the most important relationship to foster which I do through scheduling quarterly chats. In order for these chats to be productive, the HR Manager must set the tone of discussion so the supervisor and their report can have unguarded interaction which leads to authentic conversations that go below the surface, whereby people can become vulnerable without fear of retribution. Building this culture of trust is what motivates me every day to do my job.