How to build future-ready HR teams

Understanding the current landscape and how it shapes HR teams

Is your HR team keeping pace with the future of work? As the role of the HR department continues to evolve, we’re seeing HR teams are no longer only administrative functions; they are strategic partners driving business growth and employee engagement. To stay ahead of the curve, organisations must focus on building effective people and communications teams.

Although 57% of HR professionals feel stagnated in their current role, 67% are worried about moving due to the economy.

To attract and retain the best HR professionals, organisations must offer competitive pay and a compelling benefits package alongside an attractive culture and work environment. Download Michael Page's salary guides to ensure you're offering competitive salaries and gain insights into what job seekers prioritise.  

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HR roles in demand

Learn more about the latest in-demand roles within HR. While the skills below are not exhaustive, these core traits are key in identifying what success looks like:  

HR Advisor:

What does an HR Advisor do in a nutshell?

HR Advisors directly develop and implement HR policies and maintain compliance with employment laws and regulations within an organisation. Often a line manager’s first point of contact on HR-related enquiries, advising and resolving employee relation issues. 

What skills should a hiring manager look for in an HR Advisor?

• As a focus, look for extensive knowledge of human resources and employment law.
• Strong problem-solving and analytical skills, with critical thinking and strategy development, are necessary for successful dispute resolution.
• A successful HR Advisor embodies patience, the ability to remain calm in stressful situations, professionalism and an overall positive attitude. 

HR Manager:

What does an HR Manager do?

While HR Advisors and HR Managers often work together to develop and implement new HR policies, the two roles do vary. HR Managers oversee the day-to-day operations of an HR department.  

What skills should a hiring manager look for in a HR Manager?

• Experienced in managing high-functioning and high-performing teams.  
• Skilled in budgeting to limit expenditures and incorporate their organisation’s strategic planning and budgeting for activities such as training and development, social activities, performance appraisals and more.
• Experts in HR strategies, including talent management, performance management, and employee relations. Look out for strong verbal and written communication skills, organisational skills and decision-making skills.

HR Business Partner:

What does an HR Business Partner (HRBP) do?

HRBPs are strategic advisors who work with business leaders and line managers to align HR practice with business strategy to deliver commercially focused HR solutions.  

What skills should a hiring manager look for in a HR Business Partner? 
 

• Top skills include strategic partnership and business acumen. A great HRBP has the ability to align HR strategies with organisational goals and translate complex business challenges into actionable HR solutions.
• Watch out for data-driven decision making and skills in leveraging data analytics to identify trends, measure impact, and make informed decisions that drive business performance.
• Emotional intelligence and interpersonal skills form a strong foundation to build strong relationships and influence stakeholders.

HR Project Manager:

What does an HR Project Manager do?

HR Project Managers are the drivers in executing HR-related programmes, such as implementing new HR systems or initiatives, ensuring they’re delivered on time, within scope and budget.  

What skills should a hiring manager look for in a HR Project Manager?

• Essential strengths in organisation and collaboration make for a great HR Project Manager who brings teams together to deliver seamlessly.  
• Budget management is another key skill for effectively managing resources.
• Seek experts experienced in managing stakeholder expectations and communicating project progress effectively.

People Director:

What does a People Director do?

A People Director, sometimes called Director of People and Culture, is responsible for strategies around employee, engagement, performance, development and culture.

They focus on developing and retaining employees and aligning human resources with business objectives first and foremost, as well as influencing a positive and inclusive workplace culture.  

What skills should a hiring manager look for in a People Director?

• A successful People Director is highly strategic and skilled at joining the dots.
• Holds strong leadership skills and influential gravitas on decisions that drive organisational change.

• Seek those knowledgeable in creating a positive employee experience and a strong talent pipeline.

Ready to take the next step and build your dream HR team?

Partner with expert recruiters like Michael Page to benefit from reduced hiring timelines and a wider talent pool with access to a vast candidate database that allows us to help you find even the most niche of skill sets.  

By investing in your HR team, you can drive business success and create a positive employee experience. To ensure that you're offering competitive pay and benefits packages, download Michael Page's salary guides to benchmark your salaries against industry standards or request a call from our team to discuss hiring plans. 
 

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