Being a good human resources employee, executive, or consultant requires a particular set of skills. Lauber Business Partners often helps businesses with fractional HR and part-time human resources. Through countless HR assessments, we’ve learned that a lot of companies want to have an effective and strong human resources function. However, many companies lack the experience and expertise actually needed to do so.
Bringing the right HR competencies into an organization is a key step to driving the company along the path to growth and prosperity. The right HR competencies helps drive the right culture and help provide the key resource and talent to accomplish the objectives of the business. You have to find the right employees with the exact skills you need. The same is true if you’re looking to hire fractional HR or part-time HR assistance. You have to find the right skills. Wondering if you or a prospective employee has what it takes to be an effective HR manager?
Let’s dig in.
8 HR Tips for Managers that Will Improve Department Efficiency
1. Be able to Compartmentalize
A good HR manager must be able to compartmentalize. Human resource challenges never end. The HR manager is often dealing with difficult employee issues, managing talent, and planning how to boost company morale. These challenges often involve friction and emotion and require objectivity and the ability to compartmentalize things. Keeping the big picture in mind, even while mired in problems, is crucial.
Often, it helps to bring in outside parties through fractional or part-time HR. This way, they can provide an outside perspective and offload some of the burdens that your company faces. Further, outside HR specialists will have an easier time staying objective and neutral.
2. Possess the Needed Legal Knowledge
Employment and workplace laws are complex legal fields. An HR professional likely won’t be able to develop as intricate of an understanding of HR law as a career lawyer. However, it is important that your HR professional understand key employment laws and regulations in order to ensure legal compliance.
This is an area where hiring an outside HR consultant can often be vital. Consider working with an HR consultant to catch yourself up on the relevant HR laws, regulations, and requirements. Doing so will help you mitigate risks.
3. Understand Benefits and the Evolving HR Industry
While the main goal of every business is to turn a profit, the benefits package can be a fundamental element in attracting and retaining talent. Each industry has different market conditions and has alternative ways to stimulate their employees. It is important to understand what in your industry sparks engagement among your staff, and provide that accordingly.
The benefits arena is rapidly changing and has many new innovative offerings. Being aware of these new offerings and the prevailing practice in your industry is important to crafting the most attractive offering to attract talent. The war for talent is real and your performance in this war may determine the level of success your company achieves in the future.
4. Exhibit Strong Management Skills
Due to the tightening labor market and skills gap, HR is playing an increasingly important role in helping companies achieve success. This is moving HR to a more central role in companies. As HR’s profile rises, they need to be adept managers, able to facilitate change and deliver and develop the resource and talent, that truly drive a company’s performance. This requires working with all areas in the business to truly understand their needs and be a partner helping them succeed. Being the person that has to work cross functionally in a business where he or she does not have line control is a challenging task and requires a person with advanced managerial skills.
5. Recruit and Retain the Right Talent
The human resources department is vital to attracting talent. Often, it’s the HR department that leads the recruiting efforts for new employees. The HR resource needs to deeply understand the needs of the company and the market in which it operates. This person also need to be able to clearly illustrate to candidates why the company is an attractive place to work and be able to articulate the business vision. Additionally, the HR resource needs to be able to help the company use interview techniques that truly get at the skills and behaviors of the candidate.
6. Be a Multitasking Guru
HR managers need to know how to juggle a dozen things with their hands tied behind their back. Often, HR managers in smaller companies have a lot on their plate and resources are stretched thin. For this reason, HR managers need to be multitasking gurus—capable of tracking numerous issues, providing support when needed, and helping to guide fellow company employees.
7. Remain Discrete
An HR manager isn’t a lawyer by practice, but in practice, they are constantly dealing with confidential matters and potential legal liabilities. Knowing what to say and when—and when to share what—is essential for any HR manager. HR managers must also be confidants that employees can trust and on whom they can rely.
8. Employ Compassion
HR managers represent the company, its policies, and its issues. However, HR managers must also be advocates for employees. When an employee comes forward with a complaint, suggestion, or issue, the HR manager must listen, investigate and resolve issues. Further, HR managers have certain legal obligations when it comes to advocating for employees and their best interest.
A Jack of All Trades, and a Master Too
Human resources are one of the most sensitive aspects of running a business. HR managers have a lot of high-profile tasks to perform, and they have to execute them very confidently.
The immense pressure placed on HR departments often makes it necessary to hire outside HR consultants or to put fractional HR resources into play. By doing so, you can relieve burdens and contribute your distinct efforts to another area in the company.
Lauber Business Partners can leverage our years of experience and advanced knowledge of HR requirements, laws, practices and policies to help businesses unleash their full potential. Learn how your business could benefit from a Lauber Business Partner by contacting us today.
For additional HR tips for managers read our HR Blog Series.