Human resources as a function has transformed over the past decade, and so have the expectations of chief executives about what it can deliver. HR's role is no longer seen as being purely about ‘policy’ but is now largely recognised as key to delivering commercial improvement through effective people engagement and management. Looking ahead, it will be this role - of business enabler - that HR will be asked to fulfil.

Robert Aldrich, head of people strategy and transformation at Nationwide Building Society feels:

“There is pressure on HR to demonstrate new capabilities spanning across the historically separate functions of finance, IT, risk and change. All in HR need to understand and adjust to the ‘new norms’ which will shape the way we operate over the next few years. There will be a need to develop our organisation’s policies, procedures and structures to deliver flexibility going forward.”

As the expectations of HR have changed, what are the key qualities that HR professionals need to demonstrate? Clearly an HR professional must understand and be technically competent in all areas surrounding policy and legislation. However, it’s the softer skills which perhaps an accreditation cannot give you, that help you make the right choices at the right time. 

Robert Aldrich underlined this by commenting that HR leaders of the future need to show “professional competence, personal credibility, resilience and bravery in decision making.” He also commented that HR graduates coming out of university should try to undertake a business role as this would serve to enhance personal credibility so that issues can by appreciated from a non-HR perspective.

The increase in expectations and credibility for HR can only be of benefit for those wishing to pursue a career in this area. The impact on organisational performance and the perceived ’value add’ HR can have is excellent news for the industry as a whole, too. 

More and more in today’s challenging business climate, HR has a voice and a position at top table board level decision making – reflecting the new demands of chief executives to gain a competitive edge through engaged and enabled people.