5 Essential Qualities of a Good HR Leader

Over the last decade, human resources (HR) has evolved from paper-pusher to strategic leadership for even small companies. With this paradigm shift, HR has transcended the traditional boundaries of administrative functions to become a cornerstone of organizational success. 

As the future continues to change, managers will need to be equipped with the right competencies. Let's dissect the five non-negotiable qualities that will define the successful HR leaders of tomorrow.

Quality #1: Being Forward-Thinking and Quick to Adapt

With change being the only constant in this world, your ability to foresee the future and adapt quickly is a necessity for survival.

Forward-thinking means you have critical thinking skills and are good at predicting what will happen in the future based on current trends. You look at what is going on in the world, from new technology to changes in society, and figure out how things could affect your business in the long run.

Being quick to adapt means you are flexible and can change your plans easily when things do not go as expected. 

Here are two ways for HR leaders to put forward-thinking and adaptability into practice at your company:

1. Plan for different futures

You should always have a "Plan B" and even a "Plan C" for your business. This way, you will be ready for anything that might happen in the future. 

2. Learn by doing

Being quick to adapt means you are always learning. Make a plan, carry it out, and then see what worked and what did not. Let your team make decisions and learn from their mistakes. This helps all of you make better plans for the future. 

Quality #2: Making Choices Based on Facts and Figures

Using data in HR is more than knowing how many employees currently work for you. The real power comes from using advanced data tools to predict what your staffing needs will be and to solve tricky HR problems.

Creating a culture that values data does not happen instantly. This is a process that involves everyone, from the executive team to HR to employees. Steps to get there include:

1. Getting executive leaders on board
2. Figuring out the data
3. Deciding which numbers are most important
4. Picking the right tools
5. Teaching your team how to use the tools
6. Making rules about how to use and protect data
7. Starting small and getting better over time

Stratus HR provides clients with a secure Human Resources Information and Management System and offers training to help coach your team on how to use the software to extract metrics. Please contact us for more information.

Quality #3: Becoming a Champion of the Employee Experience

When your workplace is redesigned to fit employees rather than forcing employees to fit your workplace, you are focused on the employee experience. If your organization is not quite there yet, you can define and then quantify culture to discover potential changes to implement in the following areas.

Company culture

• Document your organization's values, beliefs, and practices. Gather employee feedback, concerns, or suggestions related to culture and ensure new hires are oriented on company culture. 

Employee surveys

• Regularly conduct surveys that measure employee satisfaction, engagement, and alignment with company values. Tools like Gallup's Q12 or the Net Promoter Score (NPS) can be adapted for internal use to gauge employee sentiment.

Turnover

• Calculate your turnover rate to see if you are within industry standards. A high turnover rate can be indicative of a toxic work culture. Conversely, a low turnover rate might suggest that your company culture is strong and supportive.

Performance metrics

• Compare teams or departments. If teams with similar roles have different performance metrics, a micromanager or jerk boss could be the root of the problem. If these departments are separated by time and/or space, differences in workplace culture could be the source.

Productivity metrics

• Use tools to measure productivity and correlate them with cultural indicators. For instance, if a shift towards a more flexible work culture results in higher productivity, there is likely a link between culture and performance.

Employee life cycle

• Employees want to know what’s next for them, sometimes even before they start working for you. Using the performance and productivity metrics above, design what growth looks like for your positions. You may also want to consider succession planning exercises for your most talented positions if they unexpectedly become vacant. 

Quality #4: Utilizing Tech and Smart Machines

Being proficient in the digital landscape is a must-have skill, especially when it comes to incorporating Artificial Intelligence (AI) in HR. With the ability to easily automate mundane tasks, streamline recruiting tasks, and make data-driven decisions, AI is transforming the world. 

But it's not all smooth sailing — there are ethical and security challenges to consider.

Bias and Fairness

AI systems can inherit biases from historical data, which may lead to discriminatory practices. They also require humans to define and measure fairness and then address potential disparities.

Privacy concerns

HR data is highly sensitive, making it imperative to protect from security breaches. Using AI also means you have to be careful about keeping people's information private, which must comply with regulations such as the California Consumer Privacy Act (CCPA) or the General Data Protection Regulation (GDPR). In addition, employees and job applicants may not fully understand how their data is being used for AI-driven processes, which could be problematic to do so without their consent.

Accountability

While human error feels more prevalent, AI systems have been known to make errors and biased decisions. Determining who is responsible when this happens may be unclear.

Guidelines

HR professionals need clear policies for retaining and deleting data, as well as ethical guidelines for AI usage. AI models and systems should be updated with evolving best practices and ethical standards.

To make the most of AI, your HR team needs to understand what it is and how it works. Talk to your tech staff to ensure you have the right tools and that your system is secure. Establish good policies for using AI correctly and strike a good balance between automation and human oversight.

Quality #5: Learning Continuously

Developing a learning culture means employees have a “growth mindset.” This means learning is expected, knowledge is shared, and innovation is required from an HR professional. 

To be an effective HR leader and build an HR department focused on a learning culture, consider the following strategies.

Foster a culture of learning

Invest in training programs, workshops, and courses to promote continuous learning.

Diversify skill sets

Adopt agile methodologies

Create feedback channels

Collaborate with other departments

Stay updated

Plan for different scenarios

Invest in technology

Focus on well-being

Implement crisis management protocols

By developing these strategies and insights, Human Resources professionals and HR departments can navigate the challenges of today and be prepared for the uncertainties of tomorrow.

Stratus HR Can Help You Overcome the Challenges of Modern HR Leadership

The future of HR is complex, challenging, exciting, and a little overwhelming. That is where Stratus HR can help! Our team simplifies HR by allowing you to outsource administrative tasks and providing you with a designated HR expert to coach you through implementing your company’s HR initiatives. 

Stratus HR is your partner in navigating these complexities. We provide tailored solutions, advanced tools, and expert guidance to transform your HR from administrative to strategic, ensuring you’re not just current but ahead of the curve.

Don’t navigate the future alone. Leverage our expertise and innovative tools to adapt swiftly, make data-driven decisions, and elevate the employee experience. Book a free consultation today and explore how Stratus HR can turn these challenges into your competitive advantage.