10 roles a modern HR manager must master

The days when HR managers only dealt with recruitment, human resources, contracts and benefits are long gone. To earn the seat at the management table they have sought for years, they will have to master multiple roles.

1. Industry expert

You can’t properly manage talent if you don’t have a good understanding and deep knowledge of the industry in which the organization operates. Sounds obvious, but it is often sinned against.

2. Communication expert

Especially in times of change, good communication is essential. HR professionals must have an open attitude, be curious and listen carefully to understand the needs of all employees. This is how you can work toward sustainable employability: keeping people healthy and happy at work until retirement.

3. Innovator

HR managers must be able to innovate and think ahead. In a competitive job market, it takes creativity to put together an offer that is within budget and still attractive to new talent. You also need to be innovative to protect the competitive position of the organization in terms of talent management and acquisition.

4. Strategist

Strategic thinking is another important skill for the modern-day HR manager. A strategic thinking HR manager knows how to align HR activities and initiatives with overall business strategy and helps make better talent management and organizational development decisions. By becoming savvy strategists, HR managers can prove that they can have a real impact on ROI by increasing the level of innovation, helping the company become more agile and introducing the best training programs to keep employees on top of their game.

5. Campaign manager

A modern HR manager is also responsible for employer branding: how do you build your employer brand? This includes the strategy (the employer value proposition), the creative concept and the roll-out of both internal communication campaigns and recruitment campaigns. In this sense, an HR manager today is a campaign manager too.

6. Change manager

In these times of constantly changing markets, a tight labor market and extensive digitization of HR processes, sitting back is not an option for the HR manager. You need to be able to adapt your strategies and adjust your plans based on new technologies, changes in the market and changing legislation. HR can support business changes and transitions by making human capital available in the organization.

This means, for example, providing in-service training. It also includes support for downsizing or scaling the workforce in the most cost- and time-saving way. There are always plenty of problems on an HR manager's plate. In times of rapid change, balancing the interests of both the organization and the employees can be a daunting task.

7. Talent coach

You cannot find and retain top talent if you are unable to identify talent. HR managers must be able to pinpoint the skills and qualities of a top performer in their field and match them with the right positions within their company. This applies to both external and internal talent. Organizations are increasingly using assessments to find out candidates' skills.

Sometimes an HR professional comes across a diamond in the rough during a job application process. Someone with enormous potential, but who still needs some polishing. A customized coaching program can achieve that goal. It is therefore useful for an HR manager to have the role of talent coach in the toolbox. After all, it would be a shame if the rare talent is not recognized or appreciated and then brought to maturity by the competitor's HR manager.

8. DEI expert

Diversity, Equity, and Inclusion (DEI) are now an integral part of an HR manager's responsibilities:
 

• Diversity: Covers demographics such as gender, age, ethnicity, race and sexual orientation.
• Equity: Ensures equal opportunities and fair treatment regardless of background.
• Inclusion: Creates a respectful environment where all employees feel valued and heard.

With the need for increasing labor migration, the importance of DEI will only grow. Since DEI fosters morale, engagement, productivity, success, and innovation, both employees and employers expect HR to promote meaningful DEI policies at work. Employees also expect HR to hold leadership accountable for impeccable DEI policies.

9. Therapist

It is HR's role to know what employees need, both materially and emotionally, and to ensure that each employee gets what they are entitled to. In times of change, it is more important than ever to protect the interests of your employees. After all, when the economy rebounds, employees will remember how they were treated by their employer in times of crisis.

In a position where people come to you when there are problems, such as (mental) health problems, difficult situations at home or conflicts at work, it makes a big difference if you can show genuine compassion. Being able to show empathy creates a sense of security and breaks down the barrier that employees may feel when bringing up anything that negatively affects their well-being, and thus their performance.

10. Administrative expert

Finally, a modern HR Manager still needs to master the old school roles. Your HR department must ensure that you provide the best possible service in areas such as payroll, contracts and recruitment, at the lowest cost to the organization