This was the topic explored in the latest CIPD podcast (which I always enjoy listening to on my dog walks).
https://www.cipd.org/uk/knowledge/ideal-people-professional/
I thought I'd try something different and post my own notes on what I heard. They're not terribly 'reflective', but hopefully capture the gist of a discussion where there was not always total agreement between all the speakers (which is healthy!).
The question that was posed was: Does the perfect people professional exist? From emotional intelligence to authenticity, our latest episode takes a deeper look at the core skills and qualities needed to be an effective and impactful people professional.
Here are my notes:
We’ve gone from being a people-focussed function of a business (’sorting out peoples’ issues’) 
shifted to role of supporting an org achieve its objectives a strategic driver of the business outcomes/performance through its people, i.e. ‘what is the org trying to achieve so what is the right thing to do here, right now?’ restructures, reshaping teams, etc. Still confusion among employees about what HR purpose is today?
Core skills: do you need to be a people person? Being human does not necessarily mean being ‘likeable’. Will need to take tough decisions that may not have positive consequences for everyone. But need to be fair, ethical, compassionate, and consistent.
HR can be a lonely place. See How are you all doing?
Need to keep a professional distance. Cannot be considered ‘friends’, but slightly off ‘to the side’. See RE: Should HR have employees as Facebook 'Friends'?
How is HR perceived? “Everyone has a view on HR.” Often seen as a function of control. HR should seek to be respected. Influence by bringing evidence and data to the conversation.
What are the people characteristics you need to have? CIPD Profession map. How does this map to the day to day? Anchoring on the notion of purpose. Everything we think about should be led by principles: evidence based and outcomes driven.
HR role is also to “create supportive and inclusive cultures”… an org purpose to deliver business outcomes but also a wider social purpose ”better work and working lives” designing jobs that are fulfilling and good for people (”we spend a lot of time doing it”). (Or are these just amorphous terms?) See What gives you a sense of meaning in your work?
Balancing the ‘social conscience’ of an org with the need to understand the particular biz environment. Will be tensions. Difficult conversations. Need to understand the right Qs to ask. Need to champion the workforce and champion the business.
Core knowledge a commercial head too - understanding the business, the context - then apply their abilities and the people aspect, e.g. hybrid working. See Compulsory Return to the Office
Core behaviours (before you layer specialisms on top) e.g. exercise judgement, being able to influence, think ethically and holistically, understand situations and context.
Also curiosity and desire to keep learning world of work changing v fast don’t need to be experts but need to understand and ask the right questions about technology, AI in the workplace... need numeracy and commercial awareness, understand how to work budgets, be able to influence and challenge senior mgt, etc. These are things we will learn as we rise up through an org and will be fairly consistent for anyone who seeks to be a senior leader in any function; HR no different - but we also apply our knowledge and expertise and understanding of ‘people’ (e.g. psychological, reward, cultural change perspectives…) to the task at hand.
One of HR’s ‘super strengths’ as in our DNA to think who do we need to ‘bring into the room’ really interesting insight into the challenge of the generational differences between decision makers who sit at the top of the organisation and the skills and expectations of those at the team member level who may be growing up with these technologies and who are able to adopt and adapt really easily… and the ability of HR to bring all of these capabilities into the room.
Thanks for reading this far.
What do you think?
