Attributes of a Digital HR Leader

During today’s era of technological revolution, the goals of HR leaders have remained the same: to attract, grow, develop, reward, and retain the talent needed to achieve organizational goals. It’s a challenge for HR managers to bring new skills and capabilities to meet the requirements of a digital & technically dynamic business environment.


During this prime digital age of knowledge and information, technology will automate whatever can be automated, but will not touch the scope of human creativity and innovation. According to recent studies conducted on top organizations, the organizations are finding it more difficult comparatively to lay hands on the quality of talent they require. More research shows that organizations approaching the recruitment process strategically are achieving better results.

HR leaders will, therefore, need to bring a unique strategic policy to the challenges of the employees of their organization.

  1. Inquisitiveness& quick-learning

At present technologic change and innovation are growing at the pace of light, the solutions that work at present, might not work in the future. HR leaders have to be curious about their roles, analyze trends that can be a cause of challenges or opportunities, and actively inquiring, investigating and constantly growing. In an increasingly fast-moving culture, those who are active, curious and quick to learn will gain an edge.

  1. Risk-Taking

HR leaders are have often been considered as fewer risk-takers. This cautious approach will not work for HR leaders well in a culture where safe, known solutions are not likely to be found, and if they are any, they will be used by everyone else and will fail to give you any competitive edge.

  1. Enable not Control

HR leaders who focus less on the control issues and more on the facilities and opportunities the technology provides will better serve their organizations.
You need to make a strong authentic online collaborative effort and feedback and review mechanisms inside your organization. This will give you some considerable benefits rather than trying to controlling your employees to not to use social media as a measure of cost-cutting.

  1. Future-Oriented Focus

In the current fast-paced digital world, those HR leaders who are future-focused will be best prepared to meet the challenges. Setting up relationships with key talent long before vacancies are open can be a good strategy. Talents can be managed and relationships can be fostered with potential candidates, and some investment can be made in potential candidates to make them more enthusiastic about the organization.

HR leaders will have to play a key role in identifying future opportunities, in assessing probable future strategies of competitors. To nurture this sort of future focus, HR leaders will have to cultivate and maintain good networks to spot which future trends are the most important.

5. Business Motivated

It has been noticed that those HR leaders who are involved in the business, and who understand and participate in strategic business leadership, are more effective in delivering talent and people strategies.

A dedicated focus on the business, competitors, markets, and the external environment will help any HR leader perform better. Firstly they will be more capable of predicting trends that will affect the organization’s talent, and thus they will be able to strategically plan ahead. Also, this will ensure that the people and talent strategies will be closely linked to the goals of the organization. Therefore, those with this business focus will establish credibility within the network of senior leaders which will be crucial to apply the engagement strategies that are so important to achieve success in the global knowledge-based world.

  1. Understanding the Importance of Data and Analytics

In these digital times, companies have a lot of employee data. HR leaders who understand the importance of this data which is helpful to improve the quality of people’s decisions and contribute to talent strategies will outshine those who look at this only as the result of operations.

As HR leaders are not required to have the deep technical knowledge, they will still, however, need to understand the power of this data, the treasure that it is, and to make sure that this data is captured and analyzed in the best possible way keeping in mind company decisions and strategy.

Just like how market and customer insights are analyzed to imbue marketing strategies, people and HR data analytics are progressively a dominant benefactor to creating effective HR strategies. HR leaders with strategic & analytical thinking are in the right direction. Likewise, they will be depending on the data which is available to answer these questions, hence be better placed for coming up with solutions to future challenges. Digital HR leaders must invest time building pacts with those who have the analytical and technical skills required to understand big data, and to use it to create predictive analytics which identifies the HR initiatives helping the business.

  1. Transparent Leadership

One of the most important aspects of our Digital Age is Transparency. Consumers and employees alike have access to transparent reviews about any organization or product through Glassdoor, LinkedIn, Amazon, and a ton of other sites. Transparency and originality is also expected from HR leaders. Conceivably our cognizance of the weight of data and the potential of analytics available today makes us look for signs that those leading us are being original.

For HR leaders, it provides a huge challenge to understand the benefits of the digital age, Yet it is important to keep in mind that while leading in an original and open way it encourages trust and engagement from fellow employees.

  1. Human Touch

It is no lie that the scale of technology transformation happening right now is unmatched, the rate at which day to day life is being lived continues to increase. Deloitte’s global human capital trends research shows that more than two-thirds of all organizations thought that their employees were drowning in too many projects, too many meetings and calls, and always-on 24×7 work atmosphere.

It is very clear to most of us that we are living in an age of never-ending barrage, leading to information overload coming from all kinds of sources. This severely affects stress levels. In this digital age, HR leaders will need to embrace humanity and human sensitivity to help the organizations balance the digital and the physical world.

  1. Negotiation Skills

As a conclusion, HR leaders will need to hone their negotiation and political skills required to obtain the resources to provide the best in class HR experience in the digital age. If an organization’s talent is progressively going to provide an aggressive advantage, the strength of the HR team lies in investing time in learning leadership skills, as well as HR technology and analytics, which will all be crucial.

Blog Source: Axpert Jobs

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