SIX KEY COMPETENCIES FOR HR EXECUTIVES

SIX KEY COMPETENCIES FOR HR EXECUTIVES:

FROM ELLIE FULLER of HEIDRICK & STRUGGLES AND PROF. DAVE ULRICH

Credible activist: Your CHRO should be credible in that you trust them but they are also an activist who takes a position on what the business needs to succeed. This means being them being an active participant in business discussions not only on HR, but business issues too.

Business ally: Your CHRO should know the business. This means knowing the external world in which you operate including the business environment, technological changes, industry trends, and government regulations. It means passing a business literacy test on how you make money, serve customers, and differentiate from competitors.

Strategic architect: Your CHRO should contribute to shaping and delivering strategy. This means that your CHRO can help you write your strategic story and then work to make it real through HR practices and leadership behaviors. In addition, the CHRO can manage the process of creating strategy and of communicating it inside and outside the organization.

Operational executor: Your CHRO should be able to deliver the HR basics on time every time. This means that the administrative work of HR is accomplished with flawless execution.

HR practice expertise: Your CHRO should bring innovative and aligned HR practices and procedures into the firm. This means that your CHRO needs to have varied experiences on how to manage people (staffing, training, downsizing), how to manage performance and link it sustainably to compensation and benefits, how to communicate and share information, and how to design an organization during both growth and challenging times.

Change and culture change: Your CHRO should be able to make things happen and change the pattern of work. This means that your CHRO has the ability to turn ideas into actions and to conceptualize and manage culture and be able to maneuver others by getting them to see the short and long term horizon