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What's the one thing the HR Director of the future will need?

What's the one thing the HR Director of the future will need?

At Hudson, we talk a lot about transformation.

We talk about organizational structures being dismantled. We talk about conventional, silo-based teams and systems becoming obsolete. We even talk about traditional roles in a company being thrown out the window.

Naturally, in all this talk of tearing up the rulebook in the new world of work, people wonder what this will mean for their role.

Take the HR Director role, for example. What does the HR Director of future's role entail? How do they deal with the rapid, disruptive changes brought about by the new world of work?

There are plenty of things an HR Director needs.

For example, they need to be resilient. They need to combine gravitas with the common touch. They also need to be able to gather people around their vision, but then turn that into something tangible – and this needs to happen at all levels, not just with the senior people in an organization.

They need to wear many hats – the finance hat, the strategy hat, the commercial hat, the marketing hat, and ideally they have had some operational experience.

They should also be the conscience of the organization. They should be about ensuring the organization lives and breathes by its values, and ensuring a great employee experience. They are not responsible for creating the culture, but they should set the structure and the framework for that culture to thrive.

As you can see, there are plenty of skills a good HR Director needs in their tool box.

But among all these strengths, there is one thing in particular that will prove crucial in the new world of work.

They need to be able to act as the disrupter to the organization. The world of work is changing dramatically – and everything to do with people, what they do and how they do it – will be radically different compared to years gone by. Disruption is absolutely key to the new world of work.

HR Directors cannot be a “yes” person. Real HR Directors add value to their organization by challenging the status quo. No matter how much a CEO may prefer someone who just agrees with everything, the ability and the thirst to disrupt and challenge is vital.

Ultimately, their success in the new world of work will hinge on whether the person is willing to constantly question and probe the order of things. Organizational transformation is about change. And for a great HR Director, it’s not enough to embrace change – they need to be agents of it, too!

Contact us to learn how Hudson can help with organizational transformation. 

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