Here are five things to look at to examine and determine if you’ve got what it takes to lead an HR team and be a viable partner to the business leaders.
I get it. You’re an HR manager/director and you’re wondering if you’re on track to take the big chair in HR in the next decade. As luck would have it, I’m equipped with a crystal ball and the right amount of confidence/swagger to predict your future. Lucky you!
The world is changing, and the people paying the bills want different things from HR. Here are five things to look at to examine and determine if you’ve got what it takes to lead an HR team and be a viable partner to the business leaders who will hire you in 2024. Remember, I’m talking about leading HR, not being a part of an HR team. I’m also providing a road map of what the 2024 HR leader looks like behaviorally — I’m assuming you’ve got the technical skills to do the job.
Let’s go to the list:
Want an easy way to score it? Say “yes” or “no” to whether you really deliver each of these five features, add up the yes votes and use this key to score where you are:
+5 — Welcome to the club. If you are who you say you are, I’d like your résumé for my clients, even if you’re 28 years old.
+4 — Yes, please. You missed on one thing: You’re still a player.
+3 — I’m going to call you an HR citizen. Good enough to get what the business line owners are talking about. Missing a DNA strand or two, but serviceable. You’re probably going to be working for someone younger than you by 2024, but that’s OK because you’ll add value and they’ll still depend on you.
+2 — The world needs ditch-diggers, too. There’s still something for you to do in most HR departments with any size, but it’s not leading the function. You’re good enough, you’re smart enough and gosh darn it, people like you. But you’re going to cap out at the manager level.
+1 — Darwin called. He said the kids these days are growing the HR equivalent of opposable thumbs, and I don’t see any thumb buds on the sides of your hand stumps. Too bad.
That’s my list of the behavioral traits I see in play as we move toward the next decade. Will there still be +1 and +2 HR leaders? Yes.
Will the replacements for those leaders look like their predecessors? My intel says no way.