The role of an HR leader has changed dramatically over the last few years. The challenges of Covid19, hybrid working, leadership resilience, employee engagement, talent shortages and the ever-changing work landscape means that the role of an HR leader is an incredibly challenging task. So what type of person makes a great HR Leader? And how do you recruit one?
Lisa Wormald, Head of Search for RB Executive, has specialised in running campaigns for HR Directors for over 20 years.
Here are her top tips
1. Consider why an HR professional would be interested in you?
It is vital to look at your business and the opportunity from the candidate’s perspective. Why should a senior HR professional move to your business? What is the opportunity to add value and drive positive change? They will want to understand your vision and values, culture, diversity, social responsibility, career development, innovation, work-life balance etc.
2. What’s their brief?
A few key facts an HR leader will want to know: how much freedom and sponsorship do they have to create and drive the people strategy? Who are the key stakeholders? Is the organisation people centric? You must be honest about your organisation’s commitment. If you promise something which isn’t delivered, you will most likely need to start hiring again.
3. What personality will be successful?
Considering what personality traits would be successful in your HR leader will help. How your HR Director influences, engages and leads is key? What about a candidate’s aspirations? How can you help them achieve their goals? Using personality profiling tools can help as long as you know what you are looking for.
4. How can you run a smooth process?
Running a smooth, pain free, fair and enjoyable recruitment process can make the difference. Most good candidates have several options to choose from and will judge how efficient an organisation you are from your hiring process. How can you quicken your interview process; do you really need to have a panel of four interviewing? Consider a blend of both informal and formal stages to really assess both technical capability and personality fit. Remuneration is of course an important factor so make sure it is competitive (and take your recruitment partner’s expert advice).
5. Be flexible with sector knowledge
Finally, many organisations are expecting an HR leader to have several years of experience in their sector. However, industry experience can be learned. You are hiring your HR leader for their expertise in people strategy, their leadership, commercial awareness, and business skills. Not for their 10 years of working in your sector.
For further information about recruiting a senior HR leader, please get in contact with Lisa using the form below:
I have specialised in the recruitment of Senior HR and Business Professionals since the year 2000. My success in building long-term relationships has been based on working collaboratively with the individual’s changing requirements, whether supporting them in attracting the best talent to their business or shaping their next career move.
