{"id":488,"date":"2006-07-31T01:00:21","date_gmt":"2006-07-31T09:00:21","guid":{"rendered":"https:\/\/systematichr.com\/?p=488"},"modified":"2006-07-31T01:00:21","modified_gmt":"2006-07-31T09:00:21","slug":"6-traits-of-the-next-generation-hr-leader","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=488","title":{"rendered":"6 Traits of the Next Generation HR Leader"},"content":{"rendered":"

(A response to Jason Corsello<\/a>)<\/p>\n

Usually I would say rebuttal instead of response, but Jason has this one right on.\u00a0 If you don\u2019t read his site<\/a>, start now by going there to see his comments on all of the below.\u00a0 Anything in bold is a direct quote from his blog, but as always I\u2019ve added my own color commentary.<\/p>\n

    \n
  1. Can manage complex teams of employees, partners and vendors.<\/strong>\u00a0 I\u2019m going to add to this that s\/he will need to be able to manage complex projects as well. \u00a0As HR gets more complex, the projects we are involved in require more planning and better implementation execution.\u00a0 Wrapping together all of the threads for a project into what\u2019s going on in the rest of the organization requires someone who is multi-functional and has broad understanding.\u00a0 This often carries on after implementation\/execution.\u00a0 Partners and vendors are critical to an HR organization\u2019s success.\u00a0 As we outsource more and become more reliant on 3rd<\/sup> parties, the continuous partnership and negotiation of that partnership must be left in someone\u2019s skilled hands.<\/li>\n
  2. Knows how his strategy (and execution of that strategy) is impacting the financial performance of the business.<\/strong>\u00a0 Jason makes a great point that many HR executives don\u2019t understand how they impact the balance sheets.\u00a0 Not only is it critical to be able to quantify this if you want more funding for HR projects next year, but you\u2019ll also want to understand the \u201csoft costs\u201d that may not be easily seen.\u00a0 For many organizations these soft costs are as important as the real dollar savings.\u00a0 Things like employee engagement can be measured through surveys and recruiting costs, but might be harder to quantify into productive dollars.\u00a0 Still, if you can show a return and explain the positive affect, there\u2019s a reward and more strategic pursuits to follow.\u00a0 Part 2 of this point is that you simply can\u2019t sell your next project if you don\u2019t have a business case.\u00a0 Learn the ROI analysis (well, some analyst can do that for you) and then follow up after implementation to measure if you achieved that ROI.<\/li>\n
  3. Uses analytics to manage his business.<\/strong>\u00a0 I\u2019ve beat this one to death as well.\u00a0 Analytics is not a turnover report.\u00a0 Analytics are diagnostic tools that allow executives to identify trends in the organization and help shape the strategy you implement to bolster or reverse that trend.<\/li>\n
  4. Creates a flexible work environment and is capable of managing change.<\/strong>\u00a0 Change is rampant in HR.\u00a0 One would say change always runs rampant in business, but HR change is relatively new.\u00a0 The problem is that we don\u2019t really have a group of senior HR professionals that understands change and has done it successfully many times.\u00a0 I believe this is a new skill set HR needs to develop, and those who can develop it will easily position themselves as the next generation of HR leaders.<\/li>\n
  5. Capable of selling his strategy throughout the organization.<\/strong>\u00a0 (see #2)\u00a0 If you\u2019re not selling your strategy to the organization, you\u2019re not changing.\u00a0 If you\u2019re not changing, you\u2019re sitting on your ass.\u00a0 If you\u2019re sitting on your ass, you\u2019re about to get replaced.\u00a0 Since that was so eloquent, I\u2019ll follow up with a little story.\u00a0 There\u2019s this guy over at ADP National Accounts.\u00a0 Wally is the VP of Human Resources for arguably the largest HR vendor in the world.\u00a0 Not only is he IN there at ADP promoting what he wants to do next, but he\u2019s also OUT there telling the world what he\u2019s doing at ADP.\u00a0 By selling his strategies internally and externally and telling the world about the best practices ADP uses on itself, he\u2019s also an incredible contributor to sales, the internal brand and the external brand.<\/li>\n
  6. Understands technology and how to deliver technology to an enterprise.<\/strong>\u00a0 (see #\u2019s 1 and 4)\u00a0 You\u2019d think I\u2019d have more to say about this as it\u2019s a HR technology site.\u00a0 I think for the HR leader, it\u2019s less about understanding how to deliver technology, and more about how to deliver services to HR and to the organization.\u00a0 Technology is ubiquitous and we have really smart people telling us what to do with it.\u00a0 The HR leaders need to filter through the tech noise and understand how to deliver a cohesive strategy to seamlessly deliver a multitude of services.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

    (A response to Jason Corsello) Usually I would say rebuttal instead of response, but Jason has this one right on.\u00a0 If you don\u2019t read his site, start now by going there to see his comments on all of the below.\u00a0…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[37,27,8,2,34],"tags":[],"class_list":["post-488","post","type-post","status-publish","format-standard","hentry","category-change-management","category-data-metrics","category-strategies","category-hr-technology","category-implementation"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/488","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=488"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/488\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=488"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=488"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=488"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}