To understand how HR leadership has adapted to the shifting workforce dynamics, we've gathered insights from four experienced professionals, including a Human Resources Director and a Senior Director of Talent. Their experiences range from transitioning to HR Life Coach to enhancing communication and fostering patience. Dive into their unique perspectives to gain a deeper understanding of this transformation.
 

• Transitioning to HR Life Coach
• Infusing Business Savvy into HR
• Becoming a Global Anti-Bullying Leader
• Enhancing Communication and Fostering Patience

Transitioning to HR Life Coach

I recently had an employee schedule a meeting with me to discuss how unhappy they were with their manager and the organization as a whole. I found myself in a new role of "life coach," trying to assess the root cause of this belief that was causing their unhappiness. I got curious, asked questions, listened to their perspective, and eventually coached them out of the organization. This ended up being the best solution for the team, the organization, and the individual.

I never thought my role in HR would lead to a place of coaching people on their life choices, but the workforce is changing, and staff are demanding a psychologically safe space to work in. They want to be seen, heard, valued, and aligned with the organization's purpose. Gone are the days of assembly-line demands on our bodies and minds. This new workforce understands the importance of the work environment contributing to improving their mental health rather than damaging it through negligence or mismanagement.

Carol Ann Fortune, Human Resources Director, Clear Creek County

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Infusing Business Savvy into HR

I have always been a data guy in HR, regardless of my role, and I believe the pandemic put the infusion of HR Analytics in HR departments on warp drive. HR professionals used to get away with not being business savvy, just HR knowledgeable, but the demands of the job have changed.

Leaders want and need an HR partner who knows their business intricately. I like to remind my team that we are in charge of the largest revenue-producing asset and expense in the company. Our decisions have to be rooted in a business mindset, taking into consideration impacts on revenue, risk, client retention, etc. What is important to our leaders running the division should be equally as important.

The skill of business consulting will continue to be a requirement for incoming HR professionals. You have to read a P&L and speak the language of business, not just "HR-ese".

Trent Cotton, Senior Director of Talent, Hatchworks

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Becoming a Global Anti-Bullying Leader

I've been a trailblazer and leader in the HR industry, and my journey in HR leadership has reflected the ever-changing workforce dynamics. I vividly remember a time when people I knew discouraged me from starting a business aimed at addressing workplace bullying. Even HR associations initially rejected my presentation ideas. However, today, the transformation in my responsibilities is evident. I've become a global leader in addressing workplace bullying, and my presentations have made a positive impact on millions of employees' lives.
As an HR leader, my responsibilities had to adapt to address this evolving issue. I didn't just help with individual bullying problems. I also made rules and programs to stop bullying at work. This helped make our company nicer and safer for everyone. This journey highlights how my role in HR leadership has evolved to address contemporary workforce challenges.

Catherine Mattice, Founder/CEO, Civility Partners

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Enhancing Communication and Fostering Patience

Due to changing workforce dynamics, my role as an HR leader has evolved, with a greater focus on enhancing communication, fostering a patient mindset, and implementing innovative learning approaches. Today’s workforce is characterized by increased self-assuredness, clarity in their goals, and a desire for autonomy to drive business growth at a rapid pace. Therefore, the demand for more informal check-ins, reviews, and the exchange of appreciative feedback followed by constructive input has surged.
Moreover, this transformation has led to a shift towards fostering patience. As an HR leader, I've learned to exercise patience and grant employees the freedom to learn through their own experiences. Modern employees often favor a learn-by-practice approach over traditional teaching methods. Thus, my role includes providing diverse learning platforms and guiding them through various tasks, allowing them to learn and grow from their firsthand experiences.

Shruti Nayak, Principal Associate and Head - Assessment Practice, NamanHR

Author Bio

Brett Farmiloe is the Founder/CEO - and currently the CHRO - of Featured. Brett is a former SHRM Influencer and has also been a keynote speaker at several state SHRM conferences around the topic of employee engagement.

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