18 HR Skills Every HR Generalist Needs [with Infographic] - AIHR

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HR professionals need a broad range of skills to succeed in their role. Essential HR skills include role-specific and soft skills, as well as business acumen and digital and data literacy. These skills will help HR professionals develop in their careers and contribute to organizational success.

But which skills and competencies are most critical, and what do they entail? In this article, we’ve curated an overview of the most sought-after skills in HR (in no particular order), the impact of these skills, and how to develop them.

Let’s get started!

Contents1. Communication skills2. Administrative expertise3. HR Management knowledge and expertise4. HR strategy creation & execution5. Managing priorities6. Proactivity7. Advising8. Coaching9. Recruitment and selection10. Employee experience expertise11. Command of technology12. Being analytical and data-driven13. HR reporting skills14. Commercial awareness15. Cultural awareness and sensitivity16. Wellbeing evangelism17. Active listening18. TeamworkImportance of HR skillsDeveloping HR skillsFuture HR skillsFAQ

1. Communication skills

Communication is the most frequently mentioned skill in HR job postings. Communicating effectively is essential in Human Resource Management because the HR professional is the link between the business and the employee, representing both parties.

You are a source of information for employees, and being able to efficiently handle their questions and complaints is key to success in most HR jobs.

Communicating with stakeholders, the CEO, managers, and employees, at different levels of authority and influence, requires different language and tone. This is why the ability to connect well with all kinds of people and leave a professional and positive impression is an essential skill for HR professionals.

Communicating both formally and informally in different ways (such as verbal and written, both in-person and online) is critical.

Another communication skill that is becoming more critical for HR teams is storytelling. As data plays an increasingly important role in all aspects of the business, HR professionals must be able to translate data into clear, compelling, and impactful stories tailored to different stakeholder audiences.

“So much interaction is riddled by poor communication. This is an important competency so that you know that what you are communicating is landing with the other person because you are thoughtful not only about the word selection but also about the context to deliver the information.”

– Susie Tomenchok, Executive Coach and facilitator at Syndeo Institute at the Cable Center

2. Administrative expertise

Although the form of administration is changing as technology and HR automation are harnessed, administrative tasks remain a major part of the HR role.

These duties include handling employee leave, absence, absence files, the in and outflow of employees, payroll, benefits, and more. Therefore, being an administrative expert can be a huge benefit for any ambitious HR professional. Traditional HR responsibilities still sought after

Our “State of HR Upskilling” report reveals that despite an increasing number of HR job postings requiring data and digital skills, communication and administrative skills are still overrepresented in these job ads.

However, to enable organizational growth, businesses need HR professionals to excel in leadership, management, and training-related competencies. Read more The State of HR: 5 Major Challenges the HR Profession Faces

3. HR Management knowledge and expertise

Previous work experience or educational background in Human Resource Management or Industrial and Organizational Psychology are very helpful in an HR professional role. HRM knowledge underpins many of the other HR skills and competencies. It helps in understanding recruitment, selection, absence procedures, data reporting, and more.

An educational background in psychology or HR Management also enables you to develop the soft skills that improve your communication and coaching abilities.

4. HR strategy creation & execution

HR professionals need to adopt a strategic mindset. Even if you are not (yet) at a level where HR strategy creation is among your responsibilities, you still need to be able to understand the strategic intent and translate that into an execution plan.

The ability to interpret and implement an HR strategy that effectively supports the overarching organizational strategy helps HR professionals make more impact within their organization and strengthen HR’s role as a strategic partner.

“In an ever-evolving business landscape, the ability to think strategically is paramount. This involves envisioning the future, identifying opportunities and risks, making informed decisions, and inspiring others to move towards a shared goal.”

– Tara Furiani, “Not the HR Lady” keynote speaker and consultant

5. Managing priorities

No matter how valuable or important a project or an HR initiative is, there is a significant chance that your stakeholders will have a wide variety of opinions, priorities, and motives.

Being able to manage conflicting ideas and priorities across stakeholder groups and navigate this complexity will help you avoid potential project pitfalls and get the information and support you need to make your project a success.

6. Proactivity

HR professionals connect the employer and the employee. In such a role, proactivity can help you in spotting potential problems before they happen or escalate. Proactive and strategic HRM helps to plan and align the core HR tasks in a way that offers the most value to the business.

Proactive Human Resource Management is always preferred to reactive HRM.

Furthermore, to be proactive as an HR professional, you must stay informed about current and emerging trends across not only HR but also technology and work culture. Additionally, Human Resources skills training should be a continuous part of your career development.

7. Advising

One of the key HR skills is being a credible and trustworthy advisor to different stakeholders. You need to be able to effectively advise employees, line managers, and senior managers on personnel issues.

These issues can be operational, for example, creating a reintegration plan for an employee or helping a senior manager with the formulation of an email to the department. More tactical issues are the organization of and advising in restructuring efforts. Strategic advice involves the alignment of HR practices to align more with the business.

But it’s not just what you advise your stakeholders; it’s how you advise them. To establish yourself as a trustworthy advisor, you need to continuously communicate and interact in a way that builds trust and strengthens your reputation as a credible practitioner. This is where excellent communication skills become invaluable.

Discover the top 5 skills every HR Professional should have in this Learning Bite!

8. Coaching

Coaching skills enhance the ability to develop employees, guiding them toward reaching their full potential and aligning their skills with the company’s objectives.

These skills also help HR professionals navigate activities and situations like training and development, onboarding new employees, re-integration, conflict resolution, and assisting frontline managers with people issues.

Coaching skills are most often developed on the job or in external coaching training, and they are also among the key leadership competencies.

9. Recruitment and selection

A report by PWC found that 58% of HR leaders surveyed believe that finding, attracting, and retaining talent is their number one challenge. Therefore, finding qualified candidates, selecting the best, and determining if there’s a match between the candidate, the company (culture), and the manager is one of the most important HR tasks.

That’s why developing recruiting skills like relationship building, negotiation, and collaboration is vital for HR professionals.

A substantial part of recruitment and selection is interviewing candidates, so active listening is also indispensable. What’s more, you also need to ensure that the recruitment and selection process is fair and does not discriminate based on age, gender, ethnicity, or anything else.

10. Employee experience expertise

Employee experience is a top priority for 47% of HR leaders. Over 80% of employers believe that positive employee experience drives employee engagement, wellbeing, productivity, and talent attraction and retention.

HR professionals with employee experience expertise are able to use human-centric design thinking to put the employee at the center of the workplace design process. This involves, for example, creating employee surveys and acting on feedback, promoting diversity, equity, inclusion, and belonging, developing a recognition and rewards program, and making employee satisfaction and wellbeing a priority.

They understand the full employee life cycle: the entire relationship between employees and the organization, from recruitment to becoming alumni. Thanks to this, they are able to create exceptional employee experiences that help attract and retain the talent organizations need to succeed in today’s ever-changing world.

11. Command of technology

Surveys show that 80% of small US businesses already use HR software or are planning to use it in the near future. Moreover, 54% of companies with over 500 employees are increasing HR technology spending by 24% on average.

New technologies, including ChatGPT, Virtual, and Augmented Reality, along with the rise of the Internet of Things (IoT), are shaping HR models worldwide. For example, the Vehicles for Change program uses augmented reality to train new mechanics, virtual tours are given to new hires at Deloitte, and virtual job fairs are growing in popularity.

Therefore, a strong command of technology is essential for Human Resources professionals. While you do not need to be an IT or data expert, being aware of and skilled in the use of the array of tools and systems available will help you work more effectively and efficiently. This is particularly relevant in organizations with international or remote/hybrid teams.

HR professionals also need to familiarize themselves with a specific kind of tech: the Human Resource Information System (HRIS). Most information regarding hiring, performance evaluation, payroll, rewards and employee benefits, and other areas is registered in one or more HRIS. It is essential that HR skills training includes guidance on HRIS navigation and how to understand and interpret the data stored there.

Large organizations usually have standard providers like SAP (with SuccessFactors) or Oracle. Smaller companies often work with smaller providers. Knowledge of an HRIS is a prerequisite for most senior HR jobs and one of the top technical skills HR professionals need today.

12. Being analytical and data-driven

HR and business leaders use people analytics to identify high potential employees, analyze benefits, achieve fair pay and incentives, and project future talent needs. In fact, it’s unsurprising that data is now viewed as more expensive than oil.

Skills related to data-driven working and analytics have emerged rapidly in the last five years. 92% of HR professionals are planning to use people analytics to drive their HR strategy. HR professionals must learn to leverage the power of data analytics to make better, evidence-based decisions.

The competencies of an HR practitioner include the ability to understand key HR metrics, such as employee turnover, absenteeism, engagement and retention. This can involve the use of complex predictive analytics on HR data, or the much simpler use of data, for example, by an Excel analysis.

13. HR reporting skills

As people analytics grows in importance, demand for HR reporting skills is increasing too. These skills include the ability to create, read, and interpret HR reports using data from different HRIS.

HR professionals with strong HR reporting skills are not only able to understand and interpret data, they are able to turn it into compelling messages using storytelling and demonstrate business impact.

When you are able to effectively report on key metrics, you are better able to advise managers and employees, create improved people policies, and make more evidence-based decisions.

14. Commercial awareness

Commercial awareness is the ability to understand how the business makes money. Only when you understand your organization’s commercial priorities can you properly support these with tailored HR strategies and tactics, ensuring that HR adds demonstrable value to the organization.

You can illustrate this added value using the HR Value Chain. This is a three-step process that starts with HRM activities, followed by HRM outcomes and organizational objectives. It reveals how HR activities lead to organizational goals, such as making a profit.

15. Cultural awareness and sensitivity

This HR skill depends on the specifics of the organization. Especially in larger multinational companies, cultural awareness and sensitivity is a must, because when you’re communicating with managers and employees in different countries, you need to be aware of intercultural differences.

These differences will impact how you try to hire, retain, and promote people, and navigate employee relations.

For example, practices for managing and retaining people can differ tremendously between cultures. In India, it is common to get a promotion every single year, while in the Western world this happens on average every 3-5 years. Similarly, it is not uncommon for Chinese workers to travel to their birthplace for Chinese New Year and never return to the factory they were working for in the new year because they are now working somewhere else – without letting you know.

There are also communication differences concerning evaluating people. Israelis, Russians, and the Dutch are very direct, whereas Japanese and Southeast Asian countries are much more indirect. Using the wrong communication style may result in your message not being perceived as important – or risk offending people from more indirect cultures.

16. Wellbeing evangelism

HR professionals have a crucial role to play in ensuring that employees remain happy, healthy, and productive.

According to McKinsey, workplace stress adversely affects productivity, drives up voluntary turnover, and costs US employers nearly $200 billion every year in healthcare costs. Meanwhile, 95% of HR managers believe that burnout is sabotaging their workforce, and 77% of workers claim they have experienced burnout at their current job.

But of those who work at companies that support wellbeing initiatives, 89% are likely to recommend their organization as a good place to work. As the impact of employee wellbeing becomes clearer, employee wellbeing is growing in importance for organizations.

17. Active listening

HR professionals who are skilled in active listening are able to attentively listen to others without prejudice or judgment and create a safe space for others to share.

Active listening goes hand in hand with empathy. “In a work setting, empathy is the ability to see situations from the perspective of all stakeholders. This includes internal employees, shareholders, the communities in which they operate and even the geopolitical environment,” says leadership development and career coach Diane Gallo.

Without strong active listening skills, navigating potentially sensitive matters relating to DEI&B will be more challenging, and it will be harder to effectively coach employees and fellow HR professionals.

18. Teamwork

As an HR professional, you’re expected to work alongside your colleagues in the HR department, with managers and leaders, and also employees in the organization.

Working together internally by actively aligning HR activities benefits both the organization and HR. Being a team player also leads to more collaboration, innovation, morale, and satisfaction in the organization and encourages others to work together.

Importance of HR skills

Skilled HR professionals not only excel in their careers, but their skills also hold significant importance for the wider organization.

HR professionals with strong HR skills experience:

Improved job satisfaction – Skilled HR practitioners are better equipped to solve complex problems and meet job expectations. This, in turn, helps make them more engaged and dedicated to their roles.
Boost in confidence – Developing HR skills helps HR professionals gain deeper knowledge and understanding of their roles. They can confidently make decisions and interact with other employees, fostering trust and respect.
Increased earning potential – By honing their HR skills, HR practitioners can increase their value in the job market. They are more likely to be considered for promotions or higher-paying roles due to their enhanced expertise and capabilities, which directly impacts their earning potential.
Building a fulfilling HR career – Creating impact and putting your strengths to work contributes to a sense of accomplishment. What’s more, advanced HR skills allow HR pros to take on more strategic roles, get recognized for their work, and make significant contributions that drive organizational success.

Organizations with skilled HR professionals on board benefit from:

Employee engagement – Skilled HR professionals excel in effective communication, motivating, and engaging employees. This helps create a positive organizational culture and improve employee satisfaction and retention, which significantly impacts the business’s success.
Increased productivity – Competent HR employees can implement effective policies and processes that enhance employee productivity. For example, they can devise effective training programs, performance management processes, and incentive structures that motivate employees to perform better.
Strategic workforce planning – HR professionals can foresee future staffing needs, align HR strategy with business strategy, and manage talent effectively, contributing to the organization’s strategic goals.
Managing change – When HR practitioners can effectively communicate the need for change and create plans to manage resistance and ensure a smooth transition, they’re able to maintain organizational stability and performance in challenging times of change.
Cost savings – Skilled HR professionals can identify areas for cost savings, such as optimizing recruitment processes and reducing employee turnover and absenteeism. This can lead to significant savings for the organization, improving its financial health.
Higher team morale – Effective conflict management and fostering an inclusive work environment by applying key HR skills helps improve team morale and cohesion.
Organizational performance – Overall, organizations, where HR professionals are adequately equipped to build and manage an engaged, productive workforce overperform their competitors and are ready to adapt to the rapidly evolving business landscape.

Developing HR skills

There are many ways how HR professionals can develop their skills, advance in their careers, and provide more value to their organization. Here’s what you can do to develop your HR skills:

Getting professional certifications – Online HR certification programs can help you expand your knowledge and skill set so that you can stay ahead of your peers and stand out when applying for jobs. You won’t just learn new skills, but you’ll also gain valuable credentials. Many of these HR courses can be completed at your own pace and fit in around existing study or a job.
Networking and professional groups – Regularly attending industry HR events and joining HR groups (like AIHR community) online and across social media platforms can help you connect with peers, ask questions, share knowledge, and learn from collective experiences.

Mentoring and coaching – A seasoned HR professional can serve as a great mentor or coach that can offer guidance, advice and wisdom that can help you navigate your career, make difficult decisions, and help develop the most important HR skills. You could find a mentor within your organization or through a professional network. Many people are happy to share their knowledge and experience with younger professionals in the industry.
Continuous learning – Staying updated on best practices and policy changes and emerging trends, and building future HR skills are great examples of continuous learning that you should take note of. You can incorporate learning into your day-to-day work and regularly read blogs, industry publications, research papers, and HR newsletters. You can also join professional HR associations to expand on your knowledge of the HR domain.
On-the-job training – Look for opportunities to work on HR projects and assignments that stretch your skills and get you out of your comfort zone. Collaborate with experienced HR professionals within your organization, learn from their expertise, and actively participate in new and existing HR initiatives.

Future HR skills

The dynamic reality we live and work in puts HR professionals at the forefront of transformation, requiring a shift towards developing future-oriented skills to drive organizational success and adapt to the changing business environment.

Traditional HR skills, such as expertise in HRM, strategic planning and implementation, collaboration, reporting abilities, and understanding of the business landscape, remain crucial. However, to stay relevant and effective, HR practitioners must proactively enhance their skill sets for the future.

So what are the skills that will help you do that?

Change management and change consulting
Risk management
People analytics
Stakeholder management
Management of strategic deals and alliances
Integrating cultural differences
Ethics and data privacy
Critical and systems thinking
Negotiation skills
Inter-departmental collaboration
Resilience and being SAFE
Project management
Organizational design

Discover more 13 Future HR Skills You Need to Start Building Now

Wrapping up

Developing these key HR skills is essential for any HR professional who wants to boost their performance, progress in their career, and be an asset to both the leaders and employees in an organization.

As the HR industry rapidly evolves in line with technology, staying on top of future trends and ensuring you develop the core skills needed in a more digital landscape will be essential to your success.

FAQ

What skills do you need to do HR?

HR professionals need a range of HR specific and soft skills in addition to business acumen and digital literacy. This includes skills such as communication, admin, HR strategy, coaching, being data-driven, and having a command of technology. What are soft HR skills?

Soft HR skills are interpersonal abilities like communication, empathy, conflict resolution, and emotional intelligence. These skills enable HR professionals to navigate the complexities of human behavior, foster a positive work environment, and build strong relationships within the organization. What HR skills are most in demand?

The most in-demand HR skills include proficiency in digital tools and HR software for efficient data management and remote work facilitation, expertise in diversity and inclusion to foster a welcoming workplace culture, and strong skills in strategic workforce planning to align talent management with business goals. Skills in analytics are also increasingly sought after, enabling HR professionals to make data-driven decisions that improve recruitment, retention, and overall organizational performance. How do I develop my HR skills?

There are many ways to develop your HR skills. You can take an online training course, gain a professional certification, join professional networks, get a mentor or coach, read blogs and industry magazines, and look for on-the-job training opportunities. What are the core HR activities?

The core HR activities include HR planning, recruitment and selection, performance management, learning and development, career planning, personal wellbeing, and more. Follow us on social media to stay up to date with the latest HR news and trends LinkedIn Facebook Pinterest Twitter

Erik van Vulpen

Erik van Vulpen is the founder and Dean of AIHR. He is an expert in shaping modern HR practices by bringing technological innovations into the HR context. He receives global recognition as an HR thought leader and regularly speaks on topics like People Analytics, Digital HR, and the Future of Work.