5 Key Traits of Exceptional HR Leaders

August 3, 201610:26 am436 views
5 Key Traits of Exceptional HR Leaders
Customer-Managed Relationship Concept - Businessman Arranging Small Wooden Blocks with Symbols on the Table.

Today businesses, across markets and industries, are in fierce competition when it comes to attracting and retaining the best talent. As recruitment specialist Randstad explores in their 2016 Award survey, job seekers are increasingly attracted by employer brands, this makes HR teams and visionary HR leaders crucial partners in building successful businesses.

HR needs to be the driving force, through recruitment, employee development, performance management and employee benefits, as well as retention initiatives – all of which contribute to the overall business objective and success of an enterprise. Key responsibility of HR leaders today is to collaborate closely with their executive teams and other stakeholders to positively impact the bottom line and set organisations up for future success.

To be effective in this role it is important to understand the broad operations and processes that drive the market, sector and business.

To be an exceptional HR leader, the key is to develop your influence over an organisation. Here are the five key traits that make up for influential HR leaders:


  1. Excellent Coaching Skills

Committed HR leaders know that the key to organisational success lies in the development of their employees across all departments and levels. They act as mentors and team-builders. They know how to coach others and this support in turn increases employee morale, as evidently observed throughout the company and establishes clear expectations from each talent in a positive manner, since they lead by example.


  1. Open and Inclusive

Silos and turf wars can hold organisations back, which is why outstanding HR leaders see the importance of inclusive relationships. They help companies to build, effective ways for employees to connect, communicate and share knowledge across teams and departments. The aim is to not only unify organisations and build enjoyable work environment, but also to create collaborative spaces that encourage innovation.


  1. Broad and Deep HR Knowledge

To make it to the top in the field of HR, the leaders need both broad, general industry knowledge and deep discipline expertise, when it comes to labour laws, compensation standards and benefits.


The broad knowledge base allows HR professionals to help build a workplace, where the rights of all employees are respected and industry expectations are met or exceeded. While the deep discipline knowledge and experience is key to advice and guide executive teams and other stakeholders on critical decisions.


  1. Motivated to Lead By Example

Inspiring HR leaders demonstrate their commitment to building exceptional workplaces; they don’t just talk the talk, but walk the talk. HR professionals lead by showing employees what’s expected of everyone in an organisation through their own everyday behaviour. This approach inspires mutual respect and loyalty, creates a sought-after work environment and motivates teams to live the company values.


  1. Driven and Proactive

Don’t wait, go ahead and act. Great HR leaders know problems do not resolve by themselves, they need to take initiatives and act upon it to save on time, costs and resources. This attitude would always ensure that the most pressing and difficult issues are addressed head on and early before they get rooted into the system.

This demonstrated openness to understand problems and see through situations, enables organisations to manage existing complexities and empowers everyone in the business to come up with solutions, thus driving innovation.

To meet market challenges, build growth strategies and reach future success in today’s fast-paced environment, organisations need strong HR teams led by visionary individuals, who possess the ability to inspire and motivate other employees.

Outstanding HR professionals are no longer focused on just building the HR function within their organisations; they are expected to be partners of business, who drive overall business strategy, think outside the box and connect robust HR expertise with insights on the organisation’s business goals.


Content credits: Randstad.com

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