Human resource (HR) leaders will no more restrict themselves to dealing with humans. They are preparing up to tackle the next curve in the work environment by building a relationship between employers and employees of the future and becoming the true business and strategic partners.
HR leaders and talent leaders are entering version 4.0 while shifting their focus toward recruiting and retaining the best talent for the organization. The drivers like the level of employee loyalty, work-life balance, supply and demand of work, automation of HR functions, implementation of new technology trends into HR domain, evolving job roles and tasks, work-life balance, and inclusive workforce forces the HR departments to meet this new level of expectations.
To be a successful HR leader in the future (the future is now), it is critical to comprehend the business principles and best practices. It is important to become proactive and strategic while developing a positive influence on the organization.
Let’s catch up with the developing trends and look into these standout traits of evolving HR leaders at the global level here.
7 Standout Traits of Global HR Leaders
This is the scenario of the future of work, wherein companies and HR leaders are career advancement partners of their employees, have technology solutions, customized offerings, and a thriving relationship.
The bottom line here is that organizations maintain the quality of the employer-employee relationship and the level of automation in HR functions.
Some of the intended traits of HR leaders or talent leaders include –
This is one of the important characteristics identified by futuristic leaders. HR professionals, in general, must possess a business, technical, and digital acumen to safeguard their careers in the first place. It is necessary to upgrade oneself with HR certifications, talent management certifications, and stay in the race. It is necessary to analyze and interpret data for workforce strategy and planning at its best, facilitate change and transformation, and identify things in advance.
Embrace new opportunities and challenges:
Globalization and technological advances have led to market expansion beyond geographical boundaries. Businesses have many retail outlets, distribution centers, and manufacturing facilities. This creates new challenges for HR professionals while recruiting, forming HR policies and principles. It has to accommodate different languages, customs, and involve different ways to create a major impact on the new territory reaping fortune.
People skills are considered highly essential to address language barriers and cultural barriers in the workplace. Getting educated on labor laws applicable to the organization, regional culture, customs should be a high priority to deal with people from different zones and cultures. Social skill is sensitive and important. A self-assessment on perception management, relationship management, and self-management is crucial to global competency inventory.
Cultural differences and practices lead to different ways of expressing disagreement. Global HR leaders must understand the perspective and theme to create comfortable situations.
Intellectual curiosity and empathy
HR leaders must have a desire to learn business aspects and understand their objectives. Attaining these goals through the right talent acquisition and management will win the show. They must have a deep caring for the workforce. They must show empathy toward the workforce, address their challenges or issues by actively taking part in finding solutions from business and human perspectives.
It is mandated to have good networking skills, develop relationships with people having knowledge and decision-making power. Networking helps to gain sensitive insider information, understand issues among the team members, interdepartmental issues, and sort out them at the earliest without influencing business results.
Risk-taking and courage:
HR leaders must speak the business language, i.e., understand the business services, its jargon, acronyms, and every other detail. They must feel courageous to say ‘no’, offer alternative actions, and be prepared to fail.
HR professionals must develop outstanding practices to attract and retain talent for their organization. HR professionals must use metrics and business statistics to determine employee turnover, prepare cost-benefit analysis, offer a wellness program, calculate return on investment, and metrics for other HR-related processes to stay distinct.
It’s a highly competitive work environment. There occurs a constant pressure to succeed at the personal and professional level. It is crucial to demonstrate personal commitment to maintain an ethical workplace by leading as an example and taking the lead to advance the organization’s values to employees.