SHL’s research, based on the assessment of thousands of Human Resources professionals, identified 11 essential competencies what consistently distinguishes top performers.

Knowing these skills and investing in their development allows HR teams to direct their efforts from upskilling for the areas where they can generate the greatest impact.

1. Ethics and values
Trust is the foundation of the Human Resources function. Acting with integrity and maintaining high ethical standards reinforces credibility with employees, leaders, and other stakeholders.
In a context where Artificial Intelligence introduces new challenges to people management, making ethical decisions consistently becomes even more important.

How to develop this skill
Regularly question your decisions:
“Would I feel comfortable if this decision were reviewed publicly?”
Also, promote open conversations about ethical dilemmas and encourage transparency in decision-making.

2. Ability to influence
The impact of Human Resources depends on the ability to influence people, create alignment and mobilise the organisation's various stakeholders.
It is this competency that transforms HR from a support function into a true strategic business partner.

How to develop this skill
Before presenting an important initiative, identify who will be impacted and understand the priorities of each stakeholder.
Adapt your communication and seek to build a support network before the most important decisions.

3. Communication
Clear communication makes it possible to turn strategy into action, facilitate change and build trust among leaders, managers and employees.

How to develop this skill
Tailor your communication to the audience you are speaking to. The same message may require different approaches depending on the person you are addressing.
The more you develop this flexibility, the greater the effectiveness of your communication.

4. Collaboration
Human Resources connect people, teams and different areas of the organisation.
Effective collaboration promotes greater alignment, reinforces people's engagement and contributes to better results.

How to develop this skill
Invest in building relationships before you need them.
Promote regular alignment sessions with the different areas of the organisation to ensure common goals and more effective collaboration.

5. Business knowledge
Understanding the business allows people management strategies to be aligned with the organisation's objectives and demonstrates the added value of Human Resources.

How to develop this skill
Gain a better understanding of the challenges, priorities, and success indicators of the different areas.
Try to demonstrate how HR initiatives can contribute to achieving the organisation's strategic objectives.

Continuous learning
Technological evolution, new ways of working and the rapid transformation of skills demand lifelong learning.
HR leaders must know their teams' skills and identify development needs in good time.

How to develop this skill
Regularly set aside time to learn something new – a trend, a tool or a methodology – and try to apply it in your daily life.
Also encourage learning and knowledge sharing within the team.

Critical thinking
HR professionals need to analyse information, question assumptions and identify patterns to make sounder decisions.
In a context where Artificial Intelligence makes more and more information available, critical thinking continues to be essential for interpreting data and making good decisions.

How to develop this skill
Avoid accepting the first solution.
Analyse different perspectives, question assumptions and evaluate alternatives before deciding.

Decision-making
Effective Human Resources management requires balanced, informed decisions made at the right time.

How to develop this skill
Encourage all team members to take ownership of their decisions.
Start with less complex decisions and turn every experience into a learning opportunity.

9. Focus on results
Human Resources credibility is measured by the impact of its initiatives.
Defining clear objectives and tracking results makes it possible to demonstrate the value of the function to the business.

How to develop this skill
Define success indicators from the very beginning of each project.
Regularly monitor the results and adjust the approach whenever necessary.

10. Adaptability
Change is a constant in organisations.
Human Resources professionals need to respond quickly to new challenges, technologies and ways of working.

How to develop this skill
See change as an opportunity for evolution.
Continuously invest in the development of the team's skills to meet the future needs of the organisation.

11. Technological competence
Technology is today part of everyday HR.
Assessment tools, people analytics, artificial intelligence and talent management platforms make it possible to make more informed decisions and increase the efficiency of the function.

How to develop this skill
Explore the potential of available technological tools and seek to understand how they can support better decisions.
Whenever new solutions are introduced, ensure that there is adequate training so that they can be used effectively.

Future-proofing Human Resources

Technical skills remain important, but they are no longer enough. As the role of Human Resources evolves, skills such as influence, critical thinking, adaptability or technological literacy are becoming decisive in generating impact within organisations.
Knowing the existing skills within the teams makes it possible to identify needs for upskilling e reskilling, support the development of professionals and reinforce the strategic contribution of the function to the business.

O HR Skills Insights Report at SHL, based on the objective assessment of more than 5,500 Human Resources professionals, identifies the most relevant competencies at each career stage and shows how these have evolved over time.