Moving Ahead in the HR Field

10/12/2016 08.53 EST

HR leaders not only need to be insightful in the most progressive HR practices, but they also need to understand the business in order to effectively contribute as a member of the executive team.
Moving Ahead in the HR Field

Success does not come to those who wait. Make sure to volunteer to serve on committees or projects, especially if it involves cross-functional teams. You will continue to learn, build relationships, and get noticed.

Serving as a key member of a human resources team can be a rewarding career path. If you are focused on the business and support its growth or changes, you will be ahead of the curve. ...

Aspire to be a CHRO?

09/17/2013 02.20 EST

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We have a robust Human Resources Practice and, as a result, have had the opportunity to interact with many HR executives. The most common questions that come from executives who aspire to move into their first Chief Human Resources Officer (CHRO) role involve what it takes to be offered that top job. What do they have to do to be considered a strong and viable candidate?   As you can imagine, every company has different perspectives and needs based on their business. But there are some critical competencies you must possess to be seriously considered for the top HR role at any organization:   Emotional Intelligence: First and foremost, you need to have outstanding interpersonal and communication skills. However, that is not all. You must also be a great listener, be trustworthy and authentic in your interactions with others.  Effective Leader: Do you attract, retain and develop a team effectively? Do other colleagues want to work with and for you? Are you seen as a mentor to others? In addition, are you viewed as an effective leader across the company with your peers? Do other members in the C-Suite seek you out for advice and counsel? Driver of Change: The head of HR typically is sought after to drive change across an organization; therefore, do you effectively communicate with others about the rationale for change and help influence others to “get on the change bus”? If you encounter resistance, do you know how to regroup and try...

What Companies Are Looking for in their HR Leaders

11/28/2011 02.45 EST

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In the executive search world, I often hear several “ideal profiles” when companies are looking for new human resources leaders; however, most companies have one thing in common: they want a solid human resources generalist who “knows their stuff” across a variety of functional areas.   In addition to broad-based human resources skills, talent management, leadership development and sometimes executive compensation expertise are critical.  While the most frequently discussed traits in the ideal description include business-oriented, passionate, trusted advisor, emotionally intelligent and high-energy, the importance of these competencies vary based on the business – is the company global or domestic?  Growth-oriented or contracting?  Publicly or privately-held?   Some questions you may want to ask to help clarify the ideal human resources profile for your company may include:   Do we need an executive who will be a confidante and advisor to the CEO and senior team? Will the leader need experience in evaluating potential mergers and acquisitions as well as being engaged in integrating new businesses? How involved will the leader be in increasing the level of engagement with the workforce to ensure the company retains its talent? Will this person inherit a seasoned team or will they need to develop employees and identify new team members? How much building or reshaping of the organizational structure will be needed? Will benefits need to be scrutinized to ensure there is a balance between quality of offerings and cost efficiencies? How much time will this individual spend on major...