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6 things that mark out a great HR leader

Written by Guest Author | April 7, 2015 | 0 Comments
checklistHR recruitment isn’t something that you can do with the minimum of effort or care – indeed, if you’re seeking a great leader, there couldn’t be a more important process.
So many organisations suffer from poor HR leadership, leading to inadequate staff performance, high turnover rates and struggles to attract the right kind of job candidates.
It is therefore imperative to be able to separate an average HR leader from a great one. Here are six things to look out for.

1. HR know-how

Obviously, you would expect your HR recruit to know something about HR. This means that just any old executive from your team won’t do. You’ll need to find someone with in-depth expertise in the industry and related best practices, and who can also inspire your staff.

2. Excellent communication skills

There’s no such thing as a great HR leader who isn’t able to communicate well with other staff, inside and outside the HR department. Your new hire should be able to communicate their expectations well and get your employees to respond accordingly.

3. A performance-oriented approach

The best HR leaders are also, in effect, ‘chief performance officers’. By that, we mean that they should have a noticeably positive impact on the productivity and performance of your organisation, such as through the motivation of your staff and attracting the best talent.

4. An ability to negotiate

Given that a HR leadership role often forces one to deal with multiple people of different viewpoints, being able to negotiate to reach an acceptable middle ground is vital. Choose a HR leader with the right interpersonal skills, and they will be able to quickly diffuse arguments.

5. A higher ethic code

A HR leader who fails to uphold the very highest professional ethics is unlikely to command much respect and trust from staff. Remember that your HR leader will be in charge of certain sensitive personal and professional information, and will therefore need to know when to keep data confidential and when to report issues that could compromise your business.

6. A grasp of the ‘grey areas’

Someone in this kind of role will need to make judgement calls on a lot of ambiguous situations, from harassment claims to potential discrimination. Sometimes, problems are best dealt with within the HR department, and on other occasions, outside help may be required.
Make the right choice of candidate in your next HR recruitment drive, and you will see definite benefits for your company, long into the future.

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