With the U.S. economic outlook improving, proactive business leaders are looking to hire key human resources (HR) positions. These professionals not only serve the traditional hiring and benefits administration functions but also offer much more than ever before. Companies need broader, deeper experience in their HR teams and have new demands. Those HR demands include taking a nuanced approach to diversity, equity, and inclusion (DEI), helping to plan the C-suite’s efficiency goals, and partnering with business units to gauge and improve employee engagement. Of course, finding these HR unicorns isn’t easy. The modern HR expert must be multi-talented, able to look around corners to assess company needs, and advise leaders even in stressful times.
A recent Gartner study identified organizational culture, career and change management, and leader development as some of the most important HR priorities for the coming year. Having the right people in place is essential to accomplish these initiatives.
The experts at hrQ work with business leaders every day who need highly qualified, experienced HR professionals. They predict that U.S. businesses will be looking to fill the following roles in 2024:
Also known as: Employee Success, Employee Engagement
Experience: 10 years or more (depending on the level)
Though still somewhat niche, LinkedIn counted this position among the top five “jobs on the rise” last year, and the role just keeps gaining popularity across industries. Business leaders are recognizing that the cost of hiring new employees is much higher and more damaging to the flow of work than retaining and developing existing talent. The Head of Talent Management often serves as a strategic thought leader for employee engagement and works with upper management to assess gaps and opportunities, ensure a focus on diversity, equity, and inclusion (DEI), and plan succession pipelines. Talent Management professionals must have a range of experience – including recruitment, data analysis, and talent strategy – and must have strong business acumen to perform well and help improve organizational culture. In a competitive time, a great employee engagement program can be the asset that attracts outstanding employees to a business.
Also known as: Compensation Director, Head of Comp & Benefits
Experience: 5-10 years depending on level
To compete for (and retain) the best candidates, companies need a comprehensive total rewards strategy that will entice top workers to join their ranks. Total compensation is exactly what it sounds like—it can include pay, bonuses, healthcare, retirement, vacation time, and other perks—and shrewd businesses are getting creative about what to include. That’s where Total Compensation & Rewards Directors come in. These professionals need to have a background in strategy and analysis, a knowledge of what type of benefits are available, and strong business acumen. They develop and administer pay and compensation policies that align with the business’ long-term goals. Total Compensation Directors are also responsible for tracking legal and governmental regulations related to employee compensation and benefits. Due to the range of high-value traits and skills needed to be successful, hrQ’s experts see demand for this job growing over the next several years.
Also known as: HRIS Director, Human Resources Director
Experience: 5-10 years in HR roles
The U.S. Bureau of Labor Statistics gives this job a “bright outlook” rating, meaning that it is projected to grow 5% faster than other American jobs within the next 10 years. This role requires an operations guru, as this person is typically involved in employees’ entire life cycles, from recruitment to off-boarding. The Director of People Operations is responsible for the Human Resources Information Systems (HRIS) as well as analysis or audits of HRIS and employee data. The position manages benefits and compensation and often serves as a technical advisor to management about these programs. Critical thinking, data-driven decision-making, and attention to detail are hallmark must-haves that appear on People Operations job descriptions. Businesses are increasingly hiring interim talent for this sort of job. They want a leader who has used multiple HRIS systems for different businesses and can advise on best practices.
Also known as: HR Partner
Experience: 10 years
The HRBP ensures that a business unit’s strategy and the overall corporate strategy are aligned, and often is the main liaison to HR for that business unit. This person becomes a subject matter expert in the business unit’s objectives, budget, and goals, and keeps up with industry trends to advise the team leaders appropriately. An HRBP typically has 10 or more years of experience as an HR generalist and can be a strategic “doer” who advises business leaders about HR practices, leads performance management, and tracks employee productivity to ensure business goals are being met.
Also known as: Talent Acquisition Specialist or Recruitment Manager
Experience: 3-10 years depending on level
“We’re seeing an uptick in hiring for these roles in particular as the economy improves –businesses need savvy, experienced talent acquisition leaders,” said Melissa Haid, Vice President of Delivery at hrQ. To stay competitive, organizations need a strategic-minded Talent Acquisition leader who keeps up with important trends and forges the hiring strategy for the business. The Talent Acquisition leader monitors the company’s recruitment procedures, from sourcing to hiring, leads a team of recruiters, and oversees recruitment budgets and activities for the organization.
Though there can be plenty of crossover in tasks for the above positions, especially at different levels, these skilled leaders can make a powerful contribution to an organization’s goals and employer brand. Finding professionals who can meet all these criteria and perform upon hire takes dedication and quick decision-making. Many organizations are finding that some or all of these positions can be filled with interim or fractional employees who can offer a range of experiences and bring an outsider’s perspective to the business. With the increasing desire for these jobs, organizations that lean on an HR-only recruiting team like hrQ will get vetted, highly experienced candidates, fast.
Need a higher-level leader to manage employee success? Seeking a strategist to overhaul your hiring strategy? hrQ’s professionals will help you kickstart your projects. Contact us at 866-363-5496.
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