Becoming a Global HR Leader: Challenges and Opportunities

Becoming a Global HR Leader: Challenges and Opportunities

The coronavirus crisis has made all of us adjust to the ‘new normal’ along with its challenges and opportunities. The HR professionals are going beyond functional leadership by stepping into new responsibility with determination and empathy. The need for HR executives is surging to meet the new and unexpected demands.

As organizations get prepared to respond to the crisis, empathetic and resilient leaders are emerging to help businesses and employees find a way to go ahead. HR leaders are expected to act at the global level to improve operational excellence, execute the business transformation, strengthen the leadership bench, build competencies for the organization, and improve the employee experience.

As the HR department gets transformed into the talent department and works for clients and employees potentially spread across different continents, the challenges and roles are changing for HR personnel to work at the global level. Let’s understand the challenges and see what it takes to be a global HR leader.

Evolving challenges for HR leaders

Digitalization and this COVID-19 pandemic have changed the global workforce trends, reports Gartner. A few of them are as follows:

  • Business leaders believe that if their company did not become digitalized, they may no longer be competitive. HR professionals are pressurized to lead the digital transformation.
  • Given the pandemic situation and digital capabilities, strategic workforce planning is on priority as different skill sets emerge, evolve, and expire too.
  • HRs need to look for a productive workforce amid the challenges like pay inequity, gender bias, and inclusive workforce. They need to help businesses to overcome these, as they are affecting employee retention and morale.
  • Further, today’s workforce is disengaged and restless. There is a need for discretionary effort to stay among the employees.

How HR leaders can meet the workforce challenges to become a global HR leader

The best HR people have global backgrounds. Gartner’s survey shows that building competencies are a priority. A few of the considerations are represented below.

Upskilling

Many incredible HR professionals have work experience or exposure in operations, sales, finance, and many more domains. To be smart and savvy, one can take hr certifications online while working and upskill themselves. HR certifications help them to stay on-trend, understand the new development, and meet evolving challenges.

Gaining business experience

Modern HR must understand how a business works, and how decisions are taken and how it affects employees. It is necessary to talk to more people and get a better understanding of their roles, responsibilities, challenges, and aspirations. Business leaders look forward to HR leaders for aligning talent as per business goals and bring transformation.

Using trending technologies

Apart from attaining global hr professional certification, it is necessary to get acquainted with new technology trends in HR. Implementing technology in HR practices would boost employee experience, improve hr functionalities, and empowers branding. It is best recommended to become tech-savvy and promote HR functionalities using technology.

Open to new opportunities

Globalization and technological advances have made businesses expand into new markets across the globe. Businesses may have to open retail outlets, distribution centers, and manufacturing facilities spread over across the globe with several branch offices. This opens HR leaders for many global opportunities and challenges like different languages, customs, and culture. They may have to launch the same or different wellness programs, recruiting programs to accommodate local customs.

Honing people skills

In addition to technology usage, addressing language barriers, learning local culture, it is necessary to possess social skills. Social skills enable them to be sensitive to cultural differences, understand culture and customs, and accommodate that knowledge in the organization’s culture. Measure your competency in perceptual management, relationship management, and resilience.

To conclude…

Becoming a global HR leader calls for attention. Identifying the leadership capital, assessing the bench strength and skills gap, implementing trending technologies, searching recruits in every important market, instituting succession planning, challenging, and retaining talent are some of the stepping stones in the process.

Employees look for a better experience and it’s a true situation across the globe. HR people can understand and care deeply to make the workplace a better place by creating an impact. Its time to act now with the changing times and move toward becoming a successful global HR leader.

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