Many people dream of working in HR, and it’s easy to see why. HR professionals have the chance to truly help others by making workplaces better and creating positive experiences for employees. Whether it’s resolving conflicts, hiring new talent, or building a strong company culture, HR is a role where you’re always making an impact. Plus, it’s a job that keeps you on your toes, full of variety and new challenges every day.
Working in HR is becoming more popular, too. Studies show that HR careers have grown rapidly over the last decade, and it’s no surprise—companies are realizing how important HR is for their success. This growing demand means there are more opportunities, but it also means stepping into HR comes with high expectations.
If you dream of working in HR, it’s important to know what makes someone great at this job. Success comes from combining the right skills and the right personal traits. So, what does it really take to succeed in human resources?
Start with Gaining Knowledge and Skills
If you want to succeed in HR, start by learning the basics. Most HR professionals get a bachelor’s degree in a field like Human Resources, Business Administration, or Psychology. These programs teach you about managing people, understanding workplace behavior, and handling important HR tasks. If you’re aiming for higher roles, getting certifications like SHRM-CP or PHR—or even a master’s degree—can give you a big advantage.
Once you have the basics down, it’s important to pick up technical skills that make HR work more efficient. These skills are essential for streamlining processes, making smart decisions, and keeping things running smoothly. Here are some that every HR professional should know:
1. HRIS (Human Resource Information Systems)
HRIS systems are software tools that help manage HR tasks like keeping employee records, processing payroll, and handling benefits. Using tools like BambooHR or Workday can save you a lot of time. For example, instead of tracking employee vacation days manually, you can use HRIS software that calculates and tracks them automatically.
2. Payroll Management
HR is responsible for making sure everyone gets paid correctly and on time. This means understanding how payroll systems work and knowing about taxes, benefits, and other deductions. Familiarity with payroll software ensures everything is accurate, avoiding mistakes that can upset employees or cause compliance issues.
3. Compliance Auditing
Companies must follow labor laws, and as an HR professional, it’s your job to double-check that everything is in line with the rules. For instance, you’d review policies to make sure they meet workplace safety laws or anti-discrimination regulations. Staying updated on these legal requirements helps protect both employees and the company.
4. Talent Acquisition Strategies
Hiring isn’t just about posting job ads and doing interviews. Using tools like Applicant Tracking Systems (ATS) can help you sort through resumes and find the best candidates faster. Knowing how to market job openings online effectively also helps you attract top talent, making the hiring process smoother and more efficient.
5. Performance Management Systems
Performance management tools help companies track employee success and provide feedback. For example, HR professionals can use software like SAP SuccessFactors to set goals for employees and measure their performance. This helps managers identify areas where employees need training or how they can grow in their roles.
6. Employee Engagement Tools
Keeping employees happy and engaged is a big part of HR. Tools like surveys allow you to collect employee feedback and figure out what’s working or what needs improvement. For example, you might use an engagement platform to ask employees about their workload or office environment, then use their input to make positive changes.
7. Workforce Analytics
Data is a powerful tool for solving problems in HR. Workforce analytics looks at metrics like turnover rates or team productivity to help make better decisions. For instance, if you notice high turnover in one department, you can dig into the data, find the root cause, and suggest changes to improve employee retention.
Qualities Fit for Human Resources
To be great at HR, it’s not just about knowing what to do—you need the right personality traits too. These qualities help you connect with employees, build trust, and solve problems effectively. Here’s a look at seven important traits and how they work in real-life situations:
1. Empathy
Empathy means you can understand what someone else is feeling. This comes in handy when employees come to HR with personal problems or work-related concerns. For example, if someone feels stressed because of a heavy workload, an empathetic HR professional will listen carefully, acknowledge how they’re feeling, and look for ways to help, like adjusting their tasks or recommending resources. Showing empathy makes employees feel cared for and improves their connection with the company.
2. Ethics
HR often deals with sensitive information, like salaries or complaints. Being ethical means you handle this information responsibly and make fair decisions. For instance, if an employee reports harassment, you maintain their privacy, investigate the issue fairly, and ensure the problem is addressed properly. Acting with honesty and integrity makes you trustworthy to employees and management alike.
3. Adaptability
Things are always changing at work, whether it’s new policies, unexpected challenges, or shifting employee needs. If your company suddenly switches to remote work, an adaptable HR professional will update policies, create virtual onboarding processes, and help everyone adjust. Being flexible lets you handle changes smoothly without disrupting the organization.
4. Patience
HR often involves long processes or tricky situations. For example, hiring for a key role may take weeks of interviews, or you might need to mediate a heated disagreement between employees. Patience helps you stay calm and focused, letting you take the time to carefully manage these situations and find long-lasting solutions.
5. Emotional Intelligence
This is all about recognizing and managing emotions—your own and others’. If you have to deliver bad news, like a layoff, emotional intelligence helps you stay calm, communicate kindly, and offer support so the employee feels respected. It also helps in tough moments, like calming an upset employee and working with them toward a solution.
6. Conflict Resolution
Disagreements are part of any workplace, and HR is often in charge of solving them. Say two coworkers are constantly arguing, and it disrupts the team. A good HR professional listens to both sides, understands the issue, and helps them find a compromise to work better together. Solving conflicts keeps the workplace peaceful and productive.
7. Resilience
HR can sometimes be tough. You might need to handle layoffs, mediate intense disputes, or manage heavy workloads. Resilience means you can bounce back from tough situations and get back to focusing on your work. For example, after dealing with a stressful round of layoffs, resilience allows you to quickly shift gears and support the remaining team during the transition.
What Exactly Makes a Good HR Manager?
A good HR manager knows how to balance the right skills and qualities. On the technical side, they need to handle things like HR systems, payroll, and data. On the personal side, empathy, patience, and good communication are key to building trust and solving problems. Education and certifications add even more strength by keeping them updated and ready to grow.
But most importantly, to be a truly great HR manager, you need to love what you do. When you care about your work, it stops feeling like a chore. Instead, it feels like something you’re happy to do—just like a favorite hobby. When you enjoy something, you naturally put in the time and effort to get better at it. Loving your role in HR makes you more dedicated, helps you connect with people, and creates a positive workplace for everyone. That’s what really makes an HR manager stand out.