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18 HR SKILLS EVERY HR PROFESSIONAL NEEDS [2024 GUIDE]
Written by Erik van Vulpen
14 minutes read
HR professionals need a broad range of skills to succeed in their role.
Essential HR skills include role-specific and soft skills, as well as business
acumen and digital and data literacy. These skills will help HR professionals
develop in their careers and contribute to organizational success.
But which skills and competencies are most critical, and what do they entail? In
this article, we’ve curated an overview of the most sought-after skills in HR
(in no particular order), the impact of these skills, and how to develop them.
Let’s get started!
Contents
1. Communication skills
2. Administrative expertise
3. HR Management knowledge and expertise
4. HR strategy creation & execution
5. Managing priorities
6. Proactivity
7. Advising
8. Coaching
9. Recruitment and selection
10. Employee experience expertise
11. Command of technology
12. Being analytical and data-driven
13. HR reporting skills
14. Commercial awareness
15. Cultural awareness and sensitivity
16. Wellbeing evangelism
17. Active listening
18. Teamwork
Impact of HR skills
Developing HR skills
HR careers survey
FAQ
1. COMMUNICATION SKILLS
Communication is the most frequently mentioned skill in HR job postings.
Communicating effectively is essential in Human Resource Management because the
HR professional is the link between the business and the employee, representing
both parties.
You are a source of information for employees, and being able to efficiently
handle their questions and complaints is key to success in most HR jobs.
Communicating with stakeholders, the CEO, managers, and employees, at different
levels of authority and influence, requires different language and tone. This is
why the ability to connect well with all kinds of people and leave a
professional and positive impression is an essential skill for HR professionals.
Communicating both formally and informally in different ways (such as verbal and
written, both in-person and online) is critical.
Another communication skill that is becoming more critical for HR teams is
storytelling. As data plays an increasingly important role in all aspects of the
business, HR professionals must be able to translate data into clear,
compelling, and impactful stories tailored to different stakeholder audiences.
> “So much interaction is riddled by poor communication. This is an important
> competency so that you know that what you are communicating is landing with
> the other person because you are thoughtful not only about the word selection
> but also about the context to deliver the information.”
> Susie Tomenchok, Executive Coach and facilitator at Syndeo Institute at the
> Cable Center
2. ADMINISTRATIVE EXPERTISE
Although the form of administration is changing as technology and HR automation
are harnessed, administrative tasks remain a major part of the HR role.
These duties include handling employee leave, absence, absence files, the in and
outflow of employees, payroll, benefits, and more. Therefore, being an
administrative expert can be a huge benefit for any ambitious HR professional.
3. HR MANAGEMENT KNOWLEDGE AND EXPERTISE
Previous work experience or educational background in Human Resource Management
or Industrial and Organizational Psychology are very helpful in an HR
professional role. HRM knowledge underpins many of the other HR skills and
competencies. It helps in understanding recruitment, selection, absence
procedures, data reporting, and more.
An educational background in psychology or HR Management also enables you to
develop the soft skills that improve your communication and coaching abilities.
Discover the top 5 skills every HR Professional should have in this Learning
Bite!
4. HR STRATEGY CREATION & EXECUTION
HR professionals need to adopt a strategic mindset. Even if you are not (yet) at
a level where HR strategy creation is among your responsibilities, you still
need to be able to understand the strategic intent and translate that into an
execution plan.
The ability to interpret and implement an HR strategy that effectively supports
the overarching organizational strategy helps HR professionals make more impact
within their organization and strengthen HR’s role as a strategic partner.
> “In an ever-evolving business landscape, the ability to think strategically is
> paramount. This involves envisioning the future, identifying opportunities and
> risks, making informed decisions, and inspiring others to move towards a
> shared goal.”
> Tara Furiani, “Not the HR Lady” keynote speaker and consultant
5. MANAGING PRIORITIES
No matter how valuable or important a project or an HR initiative is, there is a
significant chance that your stakeholders will have a wide variety of opinions,
priorities, and motives.
Being able to manage conflicting ideas and priorities across stakeholder groups
and navigate this complexity will help you avoid potential project pitfalls and
get the information and support you need to make your project a success.
6. PROACTIVITY
HR professionals connect the employer and the employee. In such a role,
proactivity can help you in spotting potential problems before they happen or
escalate. Proactive and strategic HRM helps to plan and align the core HR tasks
in a way that offers the most value to the business.
Proactive Human Resource Management is always preferred to reactive HRM.
Furthermore, to be proactive as an HR professional, you must stay informed about
current and emerging trends across not only HR but also technology and work
culture. Additionally, Human Resources skills training should be a continuous
part of your career development.
7. ADVISING
One of the key HR skills is being a credible and trustworthy advisor to
different stakeholders. You need to be able to effectively advise employees,
line managers, and senior managers on personnel issues.
These issues can be operational, for example, creating a reintegration plan for
an employee or helping a senior manager with the formulation of an email to the
department. More tactical issues are the organization of and advising in
restructuring efforts. Strategic advice involves the alignment of HR practices
to align more with the business.
But it’s not just what you advise your stakeholders; it’s how you advise them.
To establish yourself as a trustworthy advisor, you need to continuously
communicate and interact in a way that builds trust and strengthens your
reputation as a credible practitioner. This is where excellent communication
skills become invaluable.
8. COACHING
Coaching skills enhance the ability to develop employees, guiding them towards
reaching their full potential and aligning their skills with the company’s
objectives.
These skills also help HR professionals navigate activities and situations like
training and development, onboarding new employees, re-integration, conflict
resolution, and assisting frontline managers with people issues.
Coaching skills are most often developed on the job or in external coaching
training, and they are also among the key leadership competencies.
9. RECRUITMENT AND SELECTION
A report by PWC found that 58% of HR leaders surveyed believe that finding,
attracting and retaining talent is their number one challenge. Therefore,
finding qualified candidates, selecting the best, and determining if there’s a
match between the candidate, the company (culture), and the manager is one of
the most important HR tasks.
That’s why developing recruiting skills like relationship building, negotiation,
and collaboration is vital for HR professionals.
A substantial part of recruitment and selection is interviewing candidates, so
active listening is also indispensable. What’s more, you also need to ensure
that the recruitment and selection process is fair and does not discriminate
based on age, gender, ethnicity, or anything else.
10. EMPLOYEE EXPERIENCE EXPERTISE
Employee experience is a top priority for 47% of HR leaders. Over 80% of
employers believe that positive employee experience drives employee engagement,
wellbeing, productivity, and talent attraction and retention.
HR professionals with employee experience expertise are able to use
human-centric design thinking to put the employee at the center of the workplace
design process. This involves, for example, creating employee surveys and acting
on feedback, promoting diversity, equity, inclusion, and belonging, developing a
recognition and rewards program, and making employee satisfaction and wellbeing
a priority.
They understand the full employee life cycle: the entire relationship between
employees and the organization, from recruitment to becoming alumni. Thanks to
this, they are able to create exceptional employee experiences that help attract
and retain the talent organizations need to succeed in today’s ever-changing
world.
11. COMMAND OF TECHNOLOGY
Surveys show that 80% of small US businesses already use HR software or are
planning to use it in the near future. Moreover, 54% of companies with over 500
employees are increasing HR technology spending by 24% on average.
New technologies including ChatGPT, Virtual and Augmented Reality, along with
the rise of the Internet of Things (IoT) are shaping HR models worldwide. For
example, the Vehicles for Change program uses augmented reality to train new
mechanics, virtual tours are given to new hires at Deloitte, and virtual job
fairs are growing in popularity.
Therefore, a strong command of technology is essential for Human Resources
professionals. While you do not need to be an IT or data expert, being aware of
and skilled in the use of the array of tools and systems available will help you
work more effectively and efficiently. This is particularly relevant in
organizations with international or remote/hybrid teams.
HR professionals also need to familiarize themselves with a specific kind of
tech: the Human Resource Information System (HRIS). Most information regarding
hiring, performance evaluation, payroll, rewards and employee benefits, and
other areas is registered in one or more HRIS. It is essential that HR skills
training includes guidance on HRIS navigation and how to understand and
interpret the data stored there.
Large organizations usually have standard providers like SAP (with
SuccessFactors) or Oracle. Smaller companies often work with smaller providers.
Knowledge of an HRIS is a prerequisite for most senior HR jobs and one of the
top technical skills HR professionals need today.
12. BEING ANALYTICAL AND DATA-DRIVEN
HR and business leaders use people analytics to identify high potential
employees, analyze benefits, achieve fair pay and incentives, and project future
talent needs. In fact, it’s unsurprising that data is now viewed as more
expensive than oil.
Skills related to data-driven working and analytics have emerged rapidly in the
last five years. 92% of HR professionals are planning to use people analytics to
drive their HR strategy. HR professionals must learn to leverage the power of
data analytics to make better, evidence-based decisions.
The competencies of an HR practitioner include the ability to understand key HR
metrics, such as employee turnover, absenteeism, engagement and retention. This
can involve the use of complex predictive analytics on HR data, or the much
simpler use of data, for example, by an Excel analysis.
13. HR REPORTING SKILLS
As people analytics grows in importance, demand for HR reporting skills is
increasing too. These skills include the ability to create, read, and interpret
HR reports using data from different HRIS.
HR professionals with strong HR reporting skills are not only able to understand
and interpret data, they are able to turn it into compelling messages using
storytelling and demonstrate business impact.
When you are able to effectively report on key metrics, you are better able to
advise managers and employees, create improved people policies, and make more
evidence-based decisions.
14. COMMERCIAL AWARENESS
Commercial awareness is the ability to understand how the business makes money.
Only when you understand your organization’s commercial priorities can you
properly support these with tailored HR strategies and tactics, ensuring that HR
adds demonstrable value to the organization.
You can illustrate this added value using the HR Value Chain. This is a
three-step process that starts with HRM activities, followed by HRM outcomes and
organizational objectives. It reveals how HR activities lead to organizational
goals, such as making a profit.
15. CULTURAL AWARENESS AND SENSITIVITY
This HR skill depends on the specifics of the organization. Especially in larger
multinational companies, cultural awareness and sensitivity is a must, because
when you’re communicating with managers and employees in different countries,
you need to be aware of intercultural differences.
These differences will impact how you try to hire, retain, and promote people,
and navigate employee relations.
For example, practices for managing and retaining people can differ tremendously
between cultures. In India, it is common to get a promotion every single year,
while in the Western world this happens on average every 3-5 years. Similarly,
it is not uncommon for Chinese workers to travel to their birthplace for Chinese
New Year and never return to the factory they were working for in the new year
because they are now working somewhere else – without letting you know.
There are also communication differences concerning evaluating people. Israelis,
Russians, and the Dutch are very direct, whereas Japanese and Southeast Asian
countries are much more indirect. Using the wrong communication style may result
in your message not being perceived as important – or risk offending people from
more indirect cultures.
16. WELLBEING EVANGELISM
HR professionals have a crucial role to play in ensuring that employees remain
happy, healthy, and productive.
According to McKinsey, workplace stress adversely affects productivity, drives
up voluntary turnover, and costs US employers nearly $200 billion every year in
healthcare costs. Meanwhile, 95% of HR managers believe that burnout is
sabotaging their workforce, and 77% of workers claim they have experienced
burnout at their current job.
But of those who work at companies that support wellbeing initiatives, 89% are
likely to recommend their organization as a good place to work. As the impact of
employee wellbeing becomes clearer, employee wellbeing is growing in importance
for organizations.
17. ACTIVE LISTENING
HR professionals who are skilled in active listening are able to attentively
listen to others without prejudice or judgment and create a safe space for
others to share.
Active listening goes hand in hand with empathy. “In a work setting, empathy is
the ability to see situations from the perspective of all stakeholders. This
includes internal employees, shareholders, the communities in which they operate
and even the geopolitical environment,” says leadership development and career
coach Diane Gallo.
Without strong active listening skills, navigating potentially sensitive matters
relating to DEI&B will be more challenging, and it will be harder to effectively
coach employees and fellow HR professionals.
18. TEAMWORK
As an HR professional, you’re expected to work alongside your colleagues in the
HR department, with managers and leaders, and also employees in the
organization.
Working together internally by actively aligning HR activities benefits both the
organization and HR. Being a team player also leads to more collaboration,
innovation, morale, and satisfaction in the organization and encourages others
to work together.
IMPACT OF HR SKILLS
Skilled HR professionals not only excel in their careers, but their skills also
have a positive impact on the wider organization.
HR professionals with strong HR skills experience:
* Improved job satisfaction – Skilled HR practitioners are better equipped to
solve complex problems and meet job expectations. This, in turn, helps make
them more engaged and dedicated to their roles.
* Boost in confidence – Developing HR skills helps HR professionals gain deeper
knowledge and understanding of their roles. They can confidently make
decisions and interact with other employees, fostering trust and respect.
* Increased earning potential – By honing their HR skills, HR practitioners can
increase their value in the job market. They are more likely to be considered
for promotions or higher-paying roles due to their enhanced expertise and
capabilities, which directly impacts their earning potential.
* Building a fulfilling HR career – Creating impact and putting your strengths
to work contributes to a sense of accomplishment. What’s more, advanced HR
skills allow HR pros to take on more strategic roles, get recognized for
their work, and make significant contributions that drive organizational
success.
Organizations with skilled HR professionals on board benefit from:
* Employee engagement – Skilled HR professionals excel in effective
communication, motivating, and engaging employees. This helps create a
positive organizational culture and improve employee satisfaction and
retention, which significantly impacts the business’s success.
* Increased productivity – Competent HR employees can implement effective
policies and processes that enhance employee productivity. For example, they
can devise effective training programs, performance management processes, and
incentive structures that motivate employees to perform better.
* Strategic workforce planning – HR professionals can foresee future staffing
needs, align HR strategy with business strategy, and manage talent
effectively, contributing to the organization’s strategic goals.
* Managing change – When HR practitioners can effectively communicate the need
for change and create plans to manage resistance and ensure a smooth
transition, they’re able to maintain organizational stability and performance
in challenging times of change.
* Cost savings – Skilled HR professionals can identify areas for cost savings,
such as optimizing recruitment processes and reducing employee turnover and
absenteeism. This can lead to significant savings for the organization,
improving its financial health.
* Higher team morale – Effective conflict management and fostering an inclusive
work environment by applying key HR skills helps improve team morale and
cohesion.
* Organizational performance – Overall, organizations, where HR professionals
are adequately equipped to build and manage an engaged, productive workforce
overperform their competitors and are ready to adapt to the rapidly evolving
business landscape.
DEVELOPING HR SKILLS
There are many ways how HR professionals can develop their skills, advance in
their careers, and provide more value to their organization. Here’s what you can
do to develop your HR skills:
1. Getting professional certifications – Online HR certification programs can
help you expand your knowledge and skill set so that you can stay ahead of
your peers and stand out when applying for jobs. You won’t just learn new
skills, but you’ll also gain valuable credentials. Many of these HR courses
can be completed at your own pace and fit in around existing study or a
job.
2. Networking and professional groups – Regularly attending industry HR events
and joining HR groups (like AIHR community) online and across social media
platforms can help you connect with peers, ask questions, share knowledge,
and learn from collective experiences.
3. Mentoring and coaching – A seasoned HR professional can serve as a great
mentor or coach that can offer guidance, advice and wisdom that can help you
navigate your career, make difficult decisions, and help develop the most
important HR skills. You could find a mentor within your organization or
through a professional network. Many people are happy to share their
knowledge and experience with younger professionals in the industry.
4. Continuous learning – Staying updated on best practices and policy changes
and emerging trends, and building future HR skills are great examples of
continuous learning that you should take note of. You can incorporate
learning into your day-to-day work and regularly read blogs, industry
publications, research papers, and HR newsletters. You can also join
professional HR associations to expand on your knowledge of the HR domain.
5. On-the-job training – Look for opportunities to work on HR projects and
assignments that stretch your skills and get you out of your comfort zone.
Collaborate with experienced HR professionals within your organization,
learn from their expertise, and actively participate in new and existing HR
initiatives.
WRAPPING UP
Developing these key HR skills is essential for any HR professional that wants
to boost their performance, progress in their career, and be an asset to both
the leaders and employees in an organization.
As the HR industry rapidly evolves in line with technology, staying on top of
future trends and ensuring you develop the core skills needed in a more digital
landscape will be essential to your success.
HR CAREERS SURVEY
HR careers are also changing. The career paths are no longer linear, and HR
professionals have more career development options than ever before. As
artificial intelligence (AI) continues to change the landscape of HR jobs and
careers, it’s important to consider what the future of HR careers may look like.
We at AIHR are currently gathering data on HR career paths to better understand
the changes in career motivations and drivers and, ultimately, gain greater
insight into the current reality of HR careers.
Participate in HR careers survey
FAQ
What skills do you need to do HR?
HR professionals need a range of HR specific and soft skills, in addition to
business acumen and digital literacy. This includes skills such as
communication, admin, HR strategy, coaching, being data-driven, and having a
command of technology.
What are the core HR activities?
The core HR activities include HR planning, recruitment and selection,
performance management, learning and development, career planning, personal
wellbeing, and more.
How do I develop my HR skills?
There are many ways to develop your HR skills. You can take an online training
course, gain a professional certification, join professional networks, get a
mentor or coach, read blogs and industry magazines, and look for on-the-job
training opportunities.
Subscribe to our weekly newsletter to stay up-to-date with the latest HR news,
trends, and resources.
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ERIK VAN VULPEN
Erik van Vulpen is the founder and Dean of AIHR. He is an expert in shaping
modern HR practices by bringing technological innovations into the HR context.
He receives global recognition as an HR thought leader and regularly speaks on
topics like People Analytics, Digital HR, and the Future of Work.
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Contents
18 HR Skills Every HR Professional Needs [2024 Guide]
1. Communication skills
2. Administrative expertise
3. HR Management knowledge and expertise
4. HR strategy creation & execution
5. Managing priorities
6. Proactivity
7. Advising
8. Coaching
10. Employee experience expertise
11. Command of technology
12. Being analytical and data-driven
13. HR reporting skills
14. Commercial awareness
15. Cultural awareness and sensitivity
16. Wellbeing evangelism
17. Active listening
18. Teamwork
Impact of HR skills
Developing HR skills
HR careers survey
FAQ
Relevant Articles
How HR Chatbots Can Improve HR Processes (Includes Company Examples)
13 HR Quotes To Inspire and Motivate HR Professionals in 2024
ESG and HR: What You Need To Know and Where To Start
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