The Many Hats of a Human Resources Professional
We are starting a series of blogs that will cover the gamut of all things Human Resources (HR). Over the next few weeks, we will be discussing topics that include everything from hiring and recruiting tips to ways you can visibly get your brand out there and attract the best talent. To start, we’re writing a broad overview of the HR field and all the hats an HR professional may wear (hint: there are many).
Traditional HR roles are gone and the future of HR is here. Systematizing and policing is out. Well, not out completely, but those aspects are now joined by roles that transform the traditional aspects of the field. HR professionals are now considered an advocate for employees, a listening ear that doesn’t just hear them out, but takes action on what they say.
The Many Hats of a Human Resources Professional
The Bureau of Labor Statistics defines what Human Resources Managers do as “plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.” So, if you like a variety of tasks, then HR may just be the field you find your passion in.
Technology has disrupted every field and HR is no exception, but as long as humans are being employed, there will be a need for HR personnel who can truly connect with their workforce. Technology is impacting the HR field in a positive way and can provide efficiencies in finding, connecting, and engaging with the workforce. But jobs continue to be threatened because of major technological advances, so the challenge as an HR professional now is thinking about how you can optimize your greatest asset, your employees, and position them to step into future roles.
Including all of the above, HR professionals are:
- Match-makers: This is a key performance indicator (KPI) of a job well done. HR personnel make sure that the best matches are made. Pressure is felt on both sides during interviews, but the best hires will be ones that are mutual. Hire for fit, train for talent. It’s not only important to think about how someone will fit into the overall company culture, but also in the specific role that is being hired. Think about how they will fit in with managers and co-workers alike.
- Jack-of-all-trades: This may apply more so to smaller firms where there are fewer HR personnel who are required to cover all HR tasks. In this case, you may be involved in hiring, resource allocation, compensation, benefits, and compliance, insurance protocols and more. Being nimble and having the ability to quickly move from task to task is another KPI.
- Problem solvers and mediators: Inevitably there will be some hurdles to jump over and issues where you will be required to mediate. This might look like dealing with understaffing issues, mediating disputes between mismatched personalities, firing employees, and reprimanding irresponsible employees.
A Day In The Life Of A Human Resources Professional
It’s hard to say what a typical day in the life of an HR professional might look like. It depends on a number of factors, like the size of the company you work for, your title, and specific duties. One thing that is universal though, is that most companies recognize that the quality and quantity of their output is directly related to the quality and commitment of their personnel.
If you work in a larger company, you will likely have a more specialized role within the HR department. If you work in a smaller office, you may be involved in all HR duties. Some tasks take up more time during certain parts of the month like end-of-month accounting roundup. And if your company is hiring, you will have certain tasks taking up more time than when you’re fully staffed. It ebbs and flows, but certain tasks like maintaining a workforce and ensuring compliance require constant attention year-round.
The best question you, an HR professional, can ask yourself is, “how is my organization changing and what am I doing to keep up with it?” Successful organizations are quick to adapt, resilient, and customer-centered.
As an HR professional, the best way to create this environment is through the implementation of a single, unified Human Capital Management system. If your company isn’t utilizing a system like this, download our Making A Case For Change whitepaper where you will learn how to “gather insight, evidence, and support you’ll need to present a persuasive proposal for change that will successfully capture the attention of executive decision makers.” Stay tuned to our blog in the coming weeks as we discuss more topics in detail and offer solutions to make your job easier.