HR professionals need a broad range of skills to succeed in their role. Essential HR skills include role-specific and soft skills, as well as business acumen and digital and data literacy. These skills will help HR professionals develop in their careers and contribute to organizational success.
But which skills and competencies are most critical, and what do they entail?
But which skills and competencies are most critical, and what do they entail?
1. Communication skills
Communication is the most frequently mentioned skill in HR job postings. Communicating effectively is essential in Human Resource Management because the HR professional is the link between the business and the employee, representing both parties.
You are a source of information for employees, and being able to efficiently handle their questions and complaints is key to success in most HR jobs.
Communicating with stakeholders, the CEO, managers, and employees, at different levels of authority and influence, requires different language and tone. This is why the ability to connect well with all kinds of people and leave a professional and positive impression is an essential skill for HR professionals.
Communicating both formally and informally in different ways (such as verbal and written, both in-person and online) is critical.
Another communication skill that is becoming more critical for HR teams is storytelling. As data plays an increasingly important role in all aspects of the business, HR professionals must be able to translate data into clear, compelling, and impactful stories tailored to different stakeholder audiences.
2. Administrative expertise
Although the form of administration is changing as technology and HR automation are harnessed, administrative tasks remain a major part of the HR role.
These duties include handling employee leave, absence, absence files, the in and outflow of employees, payroll, benefits, and more. Therefore, being an administrative expert can be a huge benefit for any ambitious HR professional.
3. HR Management knowledge and expertise
Previous work experience or educational background in Human Resource Management or Industrial and Organizational Psychology are very helpful in an HR professional role. HRM knowledge underpins many of the other HR skills and competencies. It helps in understanding recruitment, selection, absence procedures, data reporting, and more.
An educational background in psychology or HR Management also enables you to develop the soft skills that improve your communication and coaching abilities.
4. HR strategy creation & execution
HR professionals need to adopt a strategic mindset. Even if you are not (yet) at a level where HR strategy creation is among your responsibilities, you still need to be able to understand the strategic intent and translate that into an execution plan.
The ability to interpret and implement an HR strategy that effectively supports the overarching organizational strategy helps HR professionals make more impact within their organization and strengthen HR’s role as a strategic partner.
5. Managing priorities
No matter how valuable or important a project or an HR initiative is, there is a significant chance that your stakeholders will have a wide variety of opinions, priorities, and motives.
Being able to manage conflicting ideas and priorities across stakeholder groups and navigate this complexity will help you avoid potential project pitfalls and get the information and support you need to make your project a success.
6. Proactivity
HR professionals connect the employer and the employee. In such a role, proactivity can help you in spotting potential problems before they happen or escalate. Proactive and strategic HRM helps to plan and align the core HR tasks in a way that offers the most value to the business.
Proactive Human Resource Management is always preferred to reactive HRM.
Furthermore, to be proactive as an HR professional, you must stay informed about current and emerging trends across not only HR but also technology and work culture. Additionally, Human Resources skills training should be a continuous part of your career development.
7. Advising
One of the key HR skills is being a credible and trustworthy advisor to different stakeholders. You need to be able to effectively advise employees, line managers, and senior managers on personnel issues.
These issues can be operational, for example, creating a reintegration plan for an employee or helping a senior manager with the formulation of an email to the department. More tactical issues are the organization of and advising in restructuring efforts. Strategic advice involves the alignment of HR practices to align more with the business.
But it’s not just what you advise your stakeholders; it’s how you advise them. To establish yourself as a trustworthy advisor, you need to continuously communicate and interact in a way that builds trust and strengthens your reputation as a credible practitioner. This is where excellent communication skills become invaluable.
8. Coaching
Coaching skills enhance the ability to develop employees, guiding them toward reaching their full potential and aligning their skills with the company’s objectives.
These skills also help HR professionals navigate activities and situations like training and development, onboarding new employees, re-integration, conflict resolution, and assisting frontline managers with people issues.
Coaching skills are most often developed on the job or in external coaching training, and they are also among the key leadership competencies.
9. Recruitment and selection
A report by PWC found that 58% of HR leaders surveyed believe that finding, attracting, and retaining talent is their number one challenge. Therefore, finding qualified candidates, selecting the best, and determining if there’s a match between the candidate, the company (culture), and the manager is one of the most important HR tasks.
That’s why developing recruiting skills like relationship building, negotiation, and collaboration is vital for HR professionals.
A substantial part of recruitment and selection is interviewing candidates, so active listening is also indispensable. What’s more, you also need to ensure that the recruitment and selection process is fair and does not discriminate based on age, gender, ethnicity, or anything else.
10. Employee experience expertise
Employee experience is a top priority for 47% of HR leaders. Over 80% of employers believe that positive employee experience drives employee engagement, wellbeing, productivity, and talent attraction and retention.
HR professionals with employee experience expertise are able to use human-centric design thinking to put the employee at the center of the workplace design process. This involves, for example, creating employee surveys and acting on feedback, promoting diversity, equity, inclusion, and belonging, developing a recognition and rewards program, and making employee satisfaction and wellbeing a priority.
They understand the full employee life cycle: the entire relationship between employees and the organization, from recruitment to becoming alumni. Thanks to this, they are able to create exceptional employee experiences that help attract and retain the talent organizations need to succeed in today’s ever-changing world.
11. Command of technology
Surveys show that 80% of small US businesses already use HR software or are planning to use it in the near future. Moreover, 54% of companies with over 500 employees are increasing HR technology spending by 24% on average.
New technologies, including ChatGPT, Virtual, and Augmented Reality, along with the rise of the Internet of Things (IoT), are shaping HR models worldwide. For example, the Vehicles for Change program uses augmented reality to train new mechanics, virtual tours are given to new hires at Deloitte, and virtual job fairs are growing in popularity.
Therefore, a strong command of technology is essential for Human Resources professionals. While you do not need to be an IT or data expert, being aware of and skilled in the use of the array of tools and systems available will help you work more effectively and efficiently. This is particularly relevant in organizations with international or remote/hybrid teams.
HR professionals also need to familiarize themselves with a specific kind of tech: the Human Resource Information System (HRIS). Most information regarding hiring, performance evaluation, payroll, rewards and employee benefits, and other areas is registered in one or more HRIS. It is essential that HR skills training includes guidance on HRIS navigation and how to understand and interpret the data stored there.
Large organizations usually have standard providers like SAP (with SuccessFactors) or Oracle. Smaller companies often work with smaller providers. Knowledge of an HRIS is a prerequisite for most senior HR jobs and one of the top technical skills HR professionals need today.
12. Being analytical and data-driven
HR and business leaders use people analytics to identify high potential employees, analyze benefits, achieve fair pay and incentives, and project future talent needs. In fact, it’s unsurprising that data is now viewed as more expensive than oil.
Skills related to data-driven working and analytics have emerged rapidly in the last five years. 92% of HR professionals are planning to use people analytics to drive their HR strategy. HR professionals must learn to leverage the power of data analytics to make better, evidence-based decisions.
13. HR reporting skills
As people analytics grows in importance, demand for HR reporting skills is increasing too. These skills include the ability to create, read, and interpret HR reports using data from different HRIS.
HR professionals with strong HR reporting skills are not only able to understand and interpret data, they are able to turn it into compelling messages using storytelling and demonstrate business impact.
When you are able to effectively report on key metrics, you are better able to advise managers and employees, create improved people policies, and make more evidence-based decisions.
14. Commercial awareness
Commercial awareness is the ability to understand how the business makes money. Only when you understand your organization’s commercial priorities can you properly support these with tailored HR strategies and tactics, ensuring that HR adds demonstrable value to the organization.
15. Cultural awareness and sensitivity
This HR skill depends on the specifics of the organization. Especially in larger multinational companies, cultural awareness and sensitivity is a must, because when you’re communicating with managers and employees in different countries, you need to be aware of intercultural differences.
These differences will impact how you try to hire, retain, and promote people, and navigate employee relations.
16. Wellbeing evangelism
HR professionals have a crucial role to play in ensuring that employees remain happy, healthy, and productive
17. Active listening
HR professionals who are skilled in active listening are able to attentively listen to others without prejudice or judgment and create a safe space for others to share.
Active listening goes hand in hand with empathy.
Without strong active listening skills, navigating potentially sensitive matters relating to DEI&B will be more challenging, and it will be harder to effectively coach employees and fellow HR professionals.
Without strong active listening skills, navigating potentially sensitive matters relating to DEI&B will be more challenging, and it will be harder to effectively coach employees and fellow HR professionals.
18. Teamwork
As an HR professional, you’re expected to work alongside your colleagues in the HR department, with managers and leaders, and also employees in the organization.
Working together internally by actively aligning HR activities benefits both the organization and HR. Being a team player also leads to more collaboration, innovation, morale, and satisfaction in the organization and encourages others to work together.
Importance of HR skills
Skilled HR professionals not only excel in their careers, but their skills also hold significant importance for the wider organization.
HR professionals with strong HR skills experience:
- Improved job satisfaction – Skilled HR practitioners are better equipped to solve complex problems and meet job expectations. This, in turn, helps make them more engaged and dedicated to their roles.
- Boost in confidence – Developing HR skills helps HR professionals gain deeper knowledge and understanding of their roles. They can confidently make decisions and interact with other employees, fostering trust and respect.
- Increased earning potential – By honing their HR skills, HR practitioners can increase their value in the job market. They are more likely to be considered for promotions or higher-paying roles due to their enhanced expertise and capabilities, which directly impacts their earning potential.
- Building a fulfilling HR career – Creating impact and putting your strengths to work contributes to a sense of accomplishment. What’s more, advanced HR skills allow HR pros to take on more strategic roles, get recognized for their work, and make significant contributions that drive organizational success.
Developing HR skills
There are many ways how HR professionals can develop their skills, advance in their careers, and provide more value to their organization. Here’s what you can do to develop your HR skills:
- Getting professional certifications – Online programs Mike Pritula Academy can help you expand your knowledge and skill set so that you can stay ahead of your peers and stand out when applying for jobs. You won’t just learn new skills, but you’ll also gain valuable credentials. Many of these HR courses can be completed at your own pace and fit in around existing study or a job.
- Networking and professional groups – Regularly attending industry HR events and joining HR groups (like AIHR community) online and across social media platforms can help you connect with peers, ask questions, share knowledge, and learn from collective experiences.
- Mentoring and coaching – A seasoned HR professional can serve as a great mentor or coach that can offer guidance, advice and wisdom that can help you navigate your career, make difficult decisions, and help develop the most important HR skills. You could find a mentor within your organization or through a professional network. Many people are happy to share their knowledge and experience with younger professionals in the industry.
- Continuous learning – Staying updated on best practices and policy changes and emerging trends, and building future HR skills are great examples of continuous learning that you should take note of. You can incorporate learning into your day-to-day work and regularly read blogs, industry publications, research papers, and HR newsletters. You can also join professional HR associations to expand on your knowledge of the HR domain.
- On-the-job training – Look for opportunities to work on HR projects and assignments that stretch your skills and get you out of your comfort zone. Collaborate with experienced HR professionals within your organization, learn from their expertise, and actively participate in new and existing HR initiatives.
Future HR skills
The dynamic reality we live and work in puts HR professionals at the forefront of transformation, requiring a shift towards developing future-oriented skills to drive organizational success and adapt to the changing business environment.
Traditional HR skills, such as expertise in HRM, strategic planning and implementation, collaboration, reporting abilities, and understanding of the business landscape, remain crucial. However, to stay relevant and effective, HR practitioners must proactively enhance their skill sets for the future.
So what are the skills that will help you do that?
- Change management and change consulting
- Risk management
- People analytics
- Stakeholder management
- Management of strategic deals and alliances
- Integrating cultural differences
- Ethics and data privacy
- Critical and systems thinking
- Negotiation skills
- Inter-departmental collaboration
- Resilience and being SAFE
- Project management
- Organizational design
As the HR industry rapidly evolves in line with technology, staying on top of future trends and ensuring you develop the core skills needed in a more digital landscape will be essential to your success.
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