Every September, CCI Consulting celebrates HR Professionals Day—a day that often flies under the radar yet is deeply meaningful to those of us in the HR field. For those of us who spend our days navigating the complexities of human capital, it’s a perfect moment to reflect on the dedication, skill, and versatility required in this profession. Recently, I was asked, “What defines a successful HR career? What skills do you rely on most to thrive in this role?” It’s a great question—one without a simple answer. HR professionals wear many hats, and our responsibilities shift constantly depending on company culture, leadership dynamics, and even the time of year.
Common Misconceptions of HR
To begin, it’s often easier to clarify what an HR professional is not. Too frequently, HR is mistakenly viewed as a department focused on event planning, organizing office parties, or coordinating social activities. In a recent conversation with a family member about the HR support at his workplace, he mentioned that his HR representative seemed to handle mostly events. When I asked how HR was supporting him with a performance issue he was facing, his response was skeptical—he doubted HR could help, as they were too busy planning the company picnic. This is a common but unfortunate misconception about the true role of HR.
Early in my career, with the guidance of an exceptional HR leader, I learned a critical lesson: taking on tasks like organizing events or leading the “fun committee” can dilute your credibility as an HR professional, especially when more serious and strategic matters arise. While there’s absolutely a place for event planning, pursuing an HR career is not the path forward for those who aim to support employee performance, lead organizational development or shape a company’s culture in meaningful ways.
HR professionals should be considered strategic partners—problem-solvers who play a crucial role in driving organizational success, not just the next office event. Investing in the development of the HR Team is tantamount to success. With HR professionals, development should be continuous throughout their careers. Given the ever-evolving regulatory landscape, the changing aspects associated with generational dynamics, and the need to stay nimble in support of an organization, continuous learning cannot be over-emphasized.
Lately, I’ve noticed an unfortunate trend on social media, where posts often perpetuate the perception that “HR is not your friend and cannot be trusted.” While the reach of social media is vast, this narrative is damaging to the HR profession and oversimplifies a complex role. The best HR professionals skillfully balance employee advocacy with the business’s needs.
Contrary to these perceptions, HR can be an incredible advocate for employees. At its core, HR exists to manage and support the workforce, which includes addressing employee concerns, promoting well-being, and ensuring a positive work environment. The most effective HR professionals understand their audience, stay engaged throughout the employee lifecycle while providing guidance, mentorship, and support. At the same time, they mitigate risk for the organization—no small feat, and not always a popular position.
The key to shifting this negative perception lies in positioning HR as a high-level strategic partner, not just a department that enforces rules or, worse, serves as a “tattletale.” HR leaders must foster trust by being transparent, fair, and consistent in their actions, showing employees that their role is to support, not penalize. Can HR’s decisions be unpopular at times? Certainly. But can those decisions still earn respect and trust? Absolutely.
The Forbes Human Resources Council offers eight valuable tips for fostering employee advocacy, and it’s worth reflecting on these strategies to build stronger, more positive relationships between HR and employees. Ultimately, while HR is part of the broader organizational structure and must carefully balance the needs of employees and the company, its role as an advocate is essential for maintaining a fair, supportive, and effective workplace.
Key Competencies to Be Successful in HR
So, what are the core competencies that enable HR professionals to thrive and find personal satisfaction in their roles? In a recent informal LinkedIn survey, CCI Consulting asked HR professionals to identify the most important characteristic of a successful HR partner. Unsurprisingly, communication topped the list, with nearly 50% of respondents selecting it as the most important. Effective verbal and written communication are essential for HR professionals to connect with all levels of an organization, from executives to frontline employees. They must be able to convey information clearly, listen actively, and navigate sensitive conversations with empathy and tact.
At a broader level, successful HR partners stay attuned to their workforce, using their insights to foster proactive, organization-wide communications and initiatives that enhance employee engagement. With U.S. employee engagement on the decline, according to a recent Gallup survey, HR professionals are positioned to lead efforts that reverse this trend, creating more dynamic, effective, and harmonious workplaces. Their ability to communicate purposefully is a critical factor in driving this transformation.
The second most important core competency, as identified in CCI’s LinkedIn poll, is emotional intelligence. Interestingly, it’s also one of the least understood. Emotional intelligence starts with self-awareness—recognizing and managing one’s emotions to influence behavior in a productive way. For HR professionals, strong emotional intelligence is vital when dealing with the array of sensitive and high-stakes situations they encounter. It allows them to build positive workplace relationships, foster trust, and resolve conflicts with empathy.
Chris Giangrasso, a former CHRO and respondent to our poll, reflected on the importance of emotional intelligence: “As an HR professional, you’re called into situations almost daily that require a balance between objectivity and a humanistic perspective. You need to remain impartial, yet empathetic, showing that you understand the ‘human’ in Human Resources. Mastering this requires high emotional intelligence—an awareness of yourself, of others, and of the dynamics at play.”
(Consider taking a deeper look at emotional intelligence with our 360-degree assessments, which help HR professionals develop this critical competency: CCI’s Assessment Services)
Lastly, but no less important, HR professionals must be seen as strategic partners. They need a deep understanding of the business’s goals and must align HR policies, practices, and initiatives with the organization’s short- and long-term objectives. Successful HR leaders think strategically, act tactically, and always operate with integrity, ensuring that their work not only serves the immediate needs of employees but also drives the business forward.
As we reflect on HR Professionals Day and what it takes to build a successful HR career, one thing is clear: the competencies, skills, and behaviors required are vast and constantly evolving. The demands placed on HR professionals shift in response to organizational needs, market trends, and the ever-changing landscape of regulations and legislation. Yet despite these challenges, HR professionals continue to rise to the occasion. So, to all the HR leaders out there—know that your work matters. You are seen, you are heard, and you are deeply appreciated for the critical role you play in shaping the success and culture of your organizations.
Melissa Dugan
Vice President, Consulting
CCI Consulting
