The soft and hard skills every HR and benefits pro needs

The emphasis in HR has always been on human contact and strengthening that connection in a professional setting. However, once COVID-19 changed how we conduct and organize work, it also transformed how we establish and maintain human contact in remote and hybrid settings. 

Prior to this transition, some HR and benefit professionals could have excelled at their jobs without being tech-savvy. Today, this notion is virtually unfathomable. But digital literacy in this industry doesn't solely mean knowing one's way around communication and collaboration platforms. It also involves modifying your approach to employees, management and upper leadership within your agencies, as well as clients, through a combination of soft and hard skills. 

What soft skills should HR and benefit pros have?

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Well, soft skills are also known as human skills, and rightfully so. While not directly related to the technical aspects of this work, soft skills impact how effectively we interact with employees and everyone else we encounter as we carry out our duties. 

In the digital age, where the nuance of our interactions can easily get lost in translation, it's crucial to nurture communication, time management and organization and leadership. Let's take a closer look at each of these areas. 

Soft skill No. 1: Communication
Effective communication is the cornerstone of business success. And, in an era where face-to-face interactions have given way to digital exchanges, mastering the art of communication is more urgent than ever. Competent HR and benefit specialists should be flexible in their communication and learn to adapt their style so that it puts the person on the other end at ease. As a result, even people who prefer face-to-face interactions will open up, setting the stage for productive and transparent communication. 

Read more: 95% of employees say managers are making everything worse. Can improving soft skills help? 

Soft skill No. 2: Time management and organization
With the rise of communication and collaboration technologies, the HR staff of clients you serve, like all other employees, are at a greater risk of falling victim to information overload. Going through the daily influx of messages calls for a reprioritization of work responsibilities, which requires both self-awareness and teamwork. For example, my team uses meetings to allocate tasks and to ensure everyone coordinates their efforts in the most effective manner. By doing so, we emphasize that task-organization is a shared responsibility, which encourages us to be more mindful of how we manage our time. 

Soft skill No. 3: Leadership
Given the turbulence of the past few years, it's unsurprising that leadership skills have become part of the HR conversation. Successful leadership, particularly in the IT sector, should be a reminder that no employee is above the team and that the way forward is through collective effort. This means that even when their superior is away, team members need to take initiative to solve problems and lean on each other for support and guidance. Of course, harnessing leadership skills can only happen in an environment that fosters trust and when employees connect with the organization's fundamental values. 

Now which hard skills should HR and benefit pros have?

As technology continues to evolve, it's essential to discuss the hard skills that help us excel in the field. Some of the most valuable technical competencies are recruitment, retention and analytics. 

Hard skill No. 1: Recruitment
Having skilled talent in your corner or across your book of business can set the tone for sustainable business success. However, even organizations with accomplished teams can struggle to attract the best and brightest, which leads to a shortage of skilled staff. That's where a comprehensive recruitment strategy enters the stage. Thanks to modern technology, HR and benefit pros can manage talent pipelines by optimizing the career page on the company website, using social media platforms and hosting events to familiarize potential candidates with the organization's vision. In addition to the technical aspects of recruiting, this skill also involves gauging what might compel excellent candidates to come on board. 

Read more: Employed but unhappy: What's in store for US workers in 2024

Hard skill No. 2: Retention
Besides attracting top talent, another crucial aspect of our work is holding onto exceptional employees. But retention is more than merely understanding what someone desires in their position. It also entails cultivating a positive culture and transparent communication between staff and leadership. And, it's up to HR and benefit pros to recognize and address any improvement areas to bolster retention.

Hard skill No. 3: Analytics
Another core facet of our industry is data-driven decision-making. When the whole team has a firm grasp of HR and benefit analytics, it's much easier to gain insight into employee engagement, emerging workforce trends and overall performance. Besides handling data analysis and collection software, we need to translate insights into easy-to-understand reports that can be shared with stakeholders and leadership. Similarly, our data-based recommendations must align with foundational principles. 

HR and benefits work looks different in every industry, and while it can be challenging, it's always fulfilling for those committed to constantly acquiring new — and improving existing — skills. Remember that keeping up with technological advances takes commitment and support.