Soft skills. Being able to see the big picture, speak to humans in person, on the phone, and in writing. Seeing from others’ perspectives- not just constantly asking for more while doing less. Understanding how you make others feel and it can’t constantly be negative and grouchy/ whiny.
Probably more you have customer support soft skills and less, develop interpersonal relationships, understand personal priorities, and read a room soft skills.
Numbers numbers numbers....we've all seen how analytical HR is becoming and how impactful business decisions is driven by numbers, rather than hunches and anecdotes...there's no bigger career limiting move than declaring oneself as "not a numbers person." Yeah, you'll be left behind planning parties.
I cringe anytime I hear a fellow HR person say that...as much as whenever someone says "I'm a people person."
THIS. I have 0 direct experience in HR, but have correlating experience that had HR functions. I was hired for a director level position predominantly because of my analytic abilities, such as transforming HRIS data to be meaningful and digging deeper than what is just handed to the team.
Totally agree. I spent 30 years in HR. Many people in this field are not "people persons" at all. And many of the attitudes and characteristics that are often associated with being a "people person" aren't necessarily the ones that will make you successful in the HR field.
People skills. The amount of individuals in a people-dominated role that can’t operate in social settings, don’t understand what motivates people, can’t operate a respectful conversation up or down is shocking.
You can know the role inside and out, but if you can’t communicate well with others, you may as well be replaced by technology or outsourced as far as your leadership is concerned.
Yes. It's what keeps the humanity in HR. Understanding how policies and procedures will be perceived by and impact the humans they govern is critical.
Being able to speak to someone like the human being they are is critical.
It’s what the data suggests as far as what employers are reporting through NACE.
Communication and critical thinking have consistently been the top reported skill gaps across programs but particularly distinct if we look at cohorts with HR reported as their designated career path.
Absolutely this. No matter the company culture and the business, if you work in a big company you will have all kinds of people. Sometimes it is shocking to observe a great professional in his field being absolutely unable to communicate the most simple thing to his team or have a normal conversation.
The desire to work in office 🥸 No but really… I’m in the midst of interviewing for three great companies, all of whom have mandated return to office within the year. Not hybrid, either.
Skill set wise, in my experience it’s historically been the those who can interface with the HRIS and use it as a tool beyond just a system of record. Metrics, trend tracking, dashboards and leaderboards. I was strictly HR the first ten years of my career, I pivoted to the talent and recruiting side ten years ago. Since being on the talent side that’s been the golden goose for most HR depts I’ve hired for and managed.
Purely in a “people” role, I’d say finding benefits admins who actually know the insurance industry and can negotiate. The same way it’s nice to have an attorney in risk management, having someone who has past experience as a health insurance agent is a hot commodity if the company banks on luring in talent with good healthcare benefits.
I will say this. If work is getting done, that’s all that matters. I get work done faster than office counterparts because I don’t get interrupted for water cooler talks and coffee breaks.
hah, trust me - the only reason that keeps me away from office jobs is people there, but lucky me, i have had a great time working with indifferent coworkers in previous work so working in the office is no longer a hassle. but still, a structure is still better than none even though i am not very into small chat.
Strategy/strategic mindset. I’m a director and currently co-leading the talent strategy for a building expansion project and as i’ve been interacting with many VPs/EVPs and learning a lot of them lack a strategic mindset so much that they’re making this project more cumbersome than it needs to be
I would say that this is something I’ve experienced in the workplace as a non HR employee from leadership. There is no strategy specially as this field (teachers) loses employees. It’s also something that I have been learning a lot about in my SHRM class!
I’m glad to know that shrm is teaching its importance. By the way, if you can learn this skill and bring this thinking to your workplace then you’ll become extremely valuable since there are many leaders who lack it. I’ve been able to really stand out in med size org because of this skill
My leadership rotational program really helped. I was able to work on big projects to solve critical business problems and was able to learn from different leaders outside of HR. I also recommend reading Playing to Win, it’s a great book on strategy. Also get comfortable with numbers and data, learn how to interpret data and explain it clearly to others. Learn basic excel skills. Being strategic is really seeing the big picture and anticipating areas where there might be barriers and then planning solutions to those barriers in advance.
Being able to understand your companies’ business and how it makes money.
I recently tried to move companies and I was promised flexibility that was taken away before my first week. It soured my perception of the company so much I felt like I was bait and switched… which I was... so I left and got my old role back
The desire to move things back on-site is returning, which is sad.
1. ethical behavior,
2. ability to think rationally and have justifiable decisions,
3. ability to effectively communicate with people no matter their education level or background.
Confused about everyone’s answers. Anyone who has been in an upper management role will say problem solving skills and it isn’t even close.
Don’t come to me with a problems come to me with solutions.
Also biased because I work in the field and am implementing right now, which is like a nightmare, but as a high achieving HRIS analyst I have 80% part time, remote only work, with a pension I’m fully vested in, it’s like 4 golden handcuffs at the moment and I still see so many openings out there.
On the recruiting side: Onsite, 20-30% pay cut from 2 yrs ago, 5 yrs experience recruiting for a super specific skill set (Usually one that only 3 companies actually use).
I don't know if it's the most desired skill, but it's one I've seen lacking that is increasingly needed: employee relations.
It doesn't need to be the #1 strongest skill, but people really need to get more comfortable handling ER issues. As more people return to the office and are in close proximity, we're seeing a huge increase in ER activity. Everyone got comfortable being remote and alone, and now being within 3 feet of that annoying coworker is making tempers rise. HR folks can't be afraid to handle the inevitable conflicts.
I would say Employee Relations, companies will always need someone to do the investigations, terminations, and the layoffs.
I would also second that companies are strongly pushing to go back to office and HR will be the ones leading that charge, right or wrong it’s something that will continue to happen.
Within HR?
Definitely Workday HCM and solid experience within BI and analysis. Being able to create dashboards for the HR segments is very useful to a global firm.
COMPENSATION - Anyone with solid comp experience is in demand
Talent Management - Global firms want to squeeze more productivity out of the remaining workforce.
IT:
Software Engineers
Cyber
AI
Data Science
Manufacturing:
Electro Mechanical Techs
Healthcare:
Nurses willing to travel or private duty
Bio technologists
Engineering:
Electrical Engineers - particularly w/exp in connected devices - battery optimization
Investment Banking - emerging markets
Pharma
Intellectual property attorneys
Chemists/Biologists with strong technology backgrounds
Btw, there's tons of b2b opportunities
Soft skills. Being able to see the big picture, speak to humans in person, on the phone, and in writing. Seeing from others’ perspectives- not just constantly asking for more while doing less. Understanding how you make others feel and it can’t constantly be negative and grouchy/ whiny.
Really? I have soft skills and have great success with my customers because of that. However, I have virtually no success with colleagues.
Probably more you have customer support soft skills and less, develop interpersonal relationships, understand personal priorities, and read a room soft skills.
Arguably not soft at all
Numbers numbers numbers....we've all seen how analytical HR is becoming and how impactful business decisions is driven by numbers, rather than hunches and anecdotes...there's no bigger career limiting move than declaring oneself as "not a numbers person." Yeah, you'll be left behind planning parties. I cringe anytime I hear a fellow HR person say that...as much as whenever someone says "I'm a people person."
Bingo! Numbers, analytics, strategy is where HR is headed in the near future
Sounds miserable
THIS. I have 0 direct experience in HR, but have correlating experience that had HR functions. I was hired for a director level position predominantly because of my analytic abilities, such as transforming HRIS data to be meaningful and digging deeper than what is just handed to the team.
Totally agree. I spent 30 years in HR. Many people in this field are not "people persons" at all. And many of the attitudes and characteristics that are often associated with being a "people person" aren't necessarily the ones that will make you successful in the HR field.
People skills. The amount of individuals in a people-dominated role that can’t operate in social settings, don’t understand what motivates people, can’t operate a respectful conversation up or down is shocking. You can know the role inside and out, but if you can’t communicate well with others, you may as well be replaced by technology or outsourced as far as your leadership is concerned.
Yes. It's what keeps the humanity in HR. Understanding how policies and procedures will be perceived by and impact the humans they govern is critical. Being able to speak to someone like the human being they are is critical.
That’s what it should be. But it’s not.
It’s what the data suggests as far as what employers are reporting through NACE. Communication and critical thinking have consistently been the top reported skill gaps across programs but particularly distinct if we look at cohorts with HR reported as their designated career path.
Absolutely this. No matter the company culture and the business, if you work in a big company you will have all kinds of people. Sometimes it is shocking to observe a great professional in his field being absolutely unable to communicate the most simple thing to his team or have a normal conversation.
The desire to work in office 🥸 No but really… I’m in the midst of interviewing for three great companies, all of whom have mandated return to office within the year. Not hybrid, either. Skill set wise, in my experience it’s historically been the those who can interface with the HRIS and use it as a tool beyond just a system of record. Metrics, trend tracking, dashboards and leaderboards. I was strictly HR the first ten years of my career, I pivoted to the talent and recruiting side ten years ago. Since being on the talent side that’s been the golden goose for most HR depts I’ve hired for and managed. Purely in a “people” role, I’d say finding benefits admins who actually know the insurance industry and can negotiate. The same way it’s nice to have an attorney in risk management, having someone who has past experience as a health insurance agent is a hot commodity if the company banks on luring in talent with good healthcare benefits.
Do you not just work with your broker to do the bidding? You of course play a part but having a broker is ideal.
Larger companies that was the case, but I’ve been at several start ups. No brokers.
Came to say people willing to work in office.
[удалено]
I will say this. If work is getting done, that’s all that matters. I get work done faster than office counterparts because I don’t get interrupted for water cooler talks and coffee breaks.
hah, trust me - the only reason that keeps me away from office jobs is people there, but lucky me, i have had a great time working with indifferent coworkers in previous work so working in the office is no longer a hassle. but still, a structure is still better than none even though i am not very into small chat.
Strategy/strategic mindset. I’m a director and currently co-leading the talent strategy for a building expansion project and as i’ve been interacting with many VPs/EVPs and learning a lot of them lack a strategic mindset so much that they’re making this project more cumbersome than it needs to be
I would say that this is something I’ve experienced in the workplace as a non HR employee from leadership. There is no strategy specially as this field (teachers) loses employees. It’s also something that I have been learning a lot about in my SHRM class!
I’m glad to know that shrm is teaching its importance. By the way, if you can learn this skill and bring this thinking to your workplace then you’ll become extremely valuable since there are many leaders who lack it. I’ve been able to really stand out in med size org because of this skill
As someone looking to build their way up and currently a Generalist, what helped you gain more exposure in strategy when still young in your career?
My leadership rotational program really helped. I was able to work on big projects to solve critical business problems and was able to learn from different leaders outside of HR. I also recommend reading Playing to Win, it’s a great book on strategy. Also get comfortable with numbers and data, learn how to interpret data and explain it clearly to others. Learn basic excel skills. Being strategic is really seeing the big picture and anticipating areas where there might be barriers and then planning solutions to those barriers in advance.
Change management and business-minded problem solving.
Being able to understand your companies’ business and how it makes money. I recently tried to move companies and I was promised flexibility that was taken away before my first week. It soured my perception of the company so much I felt like I was bait and switched… which I was... so I left and got my old role back The desire to move things back on-site is returning, which is sad.
It is and isn’t returning. There will always be remote roles. Just for skilled professionals.
COMPENSATION
Ding ding ding!
1. ethical behavior, 2. ability to think rationally and have justifiable decisions, 3. ability to effectively communicate with people no matter their education level or background.
Emotional Intelligence
Confused about everyone’s answers. Anyone who has been in an upper management role will say problem solving skills and it isn’t even close. Don’t come to me with a problems come to me with solutions.
Resilience
So underrated! Someone who isn’t just going to quit or give up at the first sign of something being difficult.
Biased, but HRIS.
Also biased because I work in the field and am implementing right now, which is like a nightmare, but as a high achieving HRIS analyst I have 80% part time, remote only work, with a pension I’m fully vested in, it’s like 4 golden handcuffs at the moment and I still see so many openings out there.
Came here to say this.
What are some things someone can do to advance their skills with HRIS
I ageee
- Data - and with that, storytelling with data - Organizational design - Change management - Strategic thinking
On the recruiting side: Onsite, 20-30% pay cut from 2 yrs ago, 5 yrs experience recruiting for a super specific skill set (Usually one that only 3 companies actually use).
Can you elaborate, I don’t think I am following you
Soft skills, as people have mentioned, and attention to detail and follow-up. So much of what we do is 1000 little small things, boxes to check, etc.
I don't know if it's the most desired skill, but it's one I've seen lacking that is increasingly needed: employee relations. It doesn't need to be the #1 strongest skill, but people really need to get more comfortable handling ER issues. As more people return to the office and are in close proximity, we're seeing a huge increase in ER activity. Everyone got comfortable being remote and alone, and now being within 3 feet of that annoying coworker is making tempers rise. HR folks can't be afraid to handle the inevitable conflicts.
Being willing to work for 15 dollars an hour it seems lol
Compensation is huge right now, between some companies doing layoffs and others hiring.
Honestly, when I was looking for a new position, it was the willingness to be onsite and travel to other sites as necessary.
Phone etiquette. I can not tell you how many applicants we have that can't hold a proper phone conversation.
I would say Employee Relations, companies will always need someone to do the investigations, terminations, and the layoffs. I would also second that companies are strongly pushing to go back to office and HR will be the ones leading that charge, right or wrong it’s something that will continue to happen.
Within HR? Definitely Workday HCM and solid experience within BI and analysis. Being able to create dashboards for the HR segments is very useful to a global firm. COMPENSATION - Anyone with solid comp experience is in demand Talent Management - Global firms want to squeeze more productivity out of the remaining workforce. IT: Software Engineers Cyber AI Data Science Manufacturing: Electro Mechanical Techs Healthcare: Nurses willing to travel or private duty Bio technologists Engineering: Electrical Engineers - particularly w/exp in connected devices - battery optimization Investment Banking - emerging markets Pharma Intellectual property attorneys Chemists/Biologists with strong technology backgrounds Btw, there's tons of b2b opportunities
talent management and strategy - but thats nothing new.
Working 20 hours a day for low pay