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The NEW Essential Skills Needed To Be An HR Professional



Business owners carry an unimaginable load of responsibilities on their backs. Aside from building their initial vision, they juggle financial growth, operational strategies, legal compliance, and partner relations on a daily basis.

In order to manage all these tasks, delegation becomes vital to achieve corporate success. And in turn, hiring the right leadership team becomes mission critical. 

Traditionally, employment additions for high-ranking positions were often decided by finding those who matched similar and appropriate corporate outlooks. Yet now, in 2021, savvy leaders are focusing on a new skill level: A candidate’s understanding and approach to the current business climate.

Possibly one of the most important hiring decisions for any company navigating through today’s environment pertains to Human Resources. Afterall, this department is responsible for an invaluable business asset – the employees.



HR Leaders Communication

10 years ago, most human resource professionals – or even business owners, for that matter – couldn’t foresee the transformational changes in HR duties. Now, during these times of on-going crises,
the delicate message and approach HR crafts holds immense power throughout workforces.

This department holds the keys to ease employee angst, stress, and health concerns. Through open communication, this is achieved by offering aid to those who seek it, encouraging proper care of personal mental wellbeing, and by reminding employees how to access support systems.

It’s important for employees to know there is a plan, that there are options, and that they are all working together as a team. 


The subtle yet critical differences between each HR expertise has historically been looked at as interchangeble. 

However, new trends and employee expectations have led many organizations to closer inspect what is needed to sustain prosperity. 

Main Disciplines:

  • Talent & Function Management – Hiring, onboarding, supporting, and retaining internal talent
  • Compensation & Benefits – Fair compensation structures, succession planning, healthcare, and retirement options
  • Corporate & Departmental Training – Physical IT necessities, required system logins, certification aid
  • Total Rewards – Strategic rewards systems, financial or beneficial offerings, growth opportunities via individual achievement
  • Performance & Development – Review structures, raise frameworks, bonus approvals
  • Corporate Culture & Communication – Tracking job satisfaction, employee engagement, and workplace resolutions
  • Legal Compliance – Labor laws, required medical acts, and legal regulations
  • Workplace Health & Safety – Training provisions and maintenance for all federally mandated requirements 


When determining the senior positions to lead an HR team and/or manage the corporation’s mission, the 2 main roles often considered are HR Executive or HR Manager.

While the overall objective may be similar, there are integral differences between the 2 titles.


  • HR Executive: Falling within administration, this position supervises the entirety of a company’s HR department and will report to c-level leadership.
  • HR Manager: Also within administration, a manager is responsible for a team set or a vertical specialization for employee-related issues and oversees employee work completion.


  • HR Executive: Ensure every level of employee adheres to policies while strategizing all HR changes, hiring/firing processes, and monitoring staff benefits.
  • HR Manager: Manage recruitments, corporate culture, staff training, employee relations, and internal complaints.

Requirements & Education 

  • HR Executive: With both a bachelor’s and master’s degree needed, this role also requires at least 5 years of in-field experience. 
  • HR Manager: A bachelor’s degree is still required, although the field of study is less strict.


If your company is currently looking to hire an HR expert, Search Solution Elite holds one of the largest networks of compensation, benefits and total rewards talent of any retained search firm and has worked with 100+ Fortune 500 companies and across the world.

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