HR Supercharged 2023: 4 Trending HR Roles You Need Now

HR Supercharged 2023: 4 Trending HR Roles You Need Now

Josh Taboga
Josh Taboga
12
 min read
The Rundown

Your team is greater than the sum of its parts — we’ve said it here before. This time around, we want to focus on building the right synergies through additional roles and potential people power in your HR team. Previously, we talked about where to fill up on HR skills. If your current team members can learn them, fantastic. As a starting point, we always recommend developing your current talent to fill your needs first.


But chances are you may require new team functions filled by extra brains and brawn to ensure your engine can run at high speed and be ready for any twists and turns coming your way. If so, run an internal talent search of your organization to see if there is a current employee that could permanently fill the role. Occasionally, you’ll find a person with incredible company knowledge aching for something new and perchance, she or he may possess just the skills you need. Of course, if you can’t fill the role internally, that’s when we recommend looking outside your organization for expertise.


So, do you have the right people-power in place to ensure your team is supercharged for 2023? And why are these roles so relevant and trending now? The fact is: the world of work is undergoing a significant transformation and organizations everywhere are encountering unique challenges that require a supercharged HR strategy and a fresh approach to how we get work done.

So hop on board, as we explore and tackle these challenges with clever moves and even smarter skills! As a cherry on top, we share with you which skills you should look out for while developing or filling positions — all according to the world’s biggest skill database. So you can be confident in how you develop and find people power for these roles.


Prefer to see the sizzling trailer before you dive into a movie? Here's a short video of what you can expect. 👇

<h2 class="c-blog_head" id="HR Challenges for 2023" data-headline="HR Challenges for 2023"><span class="first_id_number"></span>HR Challenges for 2023</h2>

You and your team may be experiencing — just as many HR departments around the world — unique issues in the digital world, talent acquisition and even strategically improving work. Similarly, you may ask yourself how your organization can keep up and compete against others for key talents. Don’t break the emergency glass yet, as making key additions to your HR team will do so much to ensure your department’s motor is future-ready, dynamic and firing on all cylinders.


As detailed in our last article about HR Skills 2023, these three pivotal issues continue to affect, frankly, every organization and their respective human capital spaces. BCG’s 2021 worldwide survey makes its return to our screens with: the future of work, digitalization, and the war for talent.


Yes, HR has more challenges to tackle now than probably ever before, but this new spotlight on HR can affect an entire organization and its future — it's the perfect opportunity to prove why you deserve a seat at the table to show your company the power of awesome HR.

Supercharge HR with People Power

The term “manpower” is outdated. Expanding your team with people power is exactly what you need to overcome these challenges now and in the future. We recommend developing or filling four important HR responsibilities as soon as possible. Much like four premium tires on an open highway, each role significantly helps you drive your HR department’s strategy forward.


This, dare we say it, is where the rubber meets the road. So, join us on this journey, as we aim to increase your chance of putting all three twists and turns in your rearview mirror.

<h2 class="c-blog_head" id="Trending HR Roles 2023" data-headline="Trending HR Roles 2023"><span class="first_id_number"></span>Trending HR Roles 2023</h2>

Quick Navigation

  1. Business Partner
  2. HR Tech Manager
  3. Talent Developer
  4. Talent Acquisition

Each of these roles will give you the confidence to take on the challenges in HR and your organization in 2023 and beyond. We explain why you need each role and what you can expect from developing the role in your team for a person with the right capacities.


Let’s get started!

Trending HR Role #1: Business Partner

Break out of the silo mentality within your organization with a true HR link to everyone else. Get the HR movers and shakers interacting with your company’s shakers and movers with an HR Business Partner. Your primary benefit here is expanded and strengthened touchpoints outside your department and helping colleagues in other spaces achieve their goals by putting the right skills into the right positions at the right time.

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Build & Grow Strategic HR Business Touchpoints

As the liaison to the rest of the company, the Human Resource Business Partner (HRBP) provides an important face to and for the rest of the company. Tasked with bringing current and future skill needs into perspective, the HRBP collaborates with heads of departments company-wide to understand how their and the organization’s business goals shape hiring and skilling plans.


Harkening back to our F1 team example, the HRBP is like the race engineer — someone with a strong bond to the driver and the link to all other team members. In our situation, the HRBP brings clarity to the benefits of human investment from HR to the rest of the organization, while relaying important information about the workforce and its needs to the CHRO.


So which skills should you look for while filling this position? Your business partner will need to have mastered the day-to-day human skill of relationship building in addition to having a good understanding of organizational architecture. Below, we list three solid skills that you should keep an eye out for in your new BP.

Check them out:


Competency-Based Management

Having a knack for helping employees manage, acquire, and utilize their skill set plays a major role in meeting personal and company goals.

Trending HR Role #2: HR Tech Manager

With more than a hundred HR vendors out there, digitalization of your people-data might feel like a mountain to climb. From recruiting and onboarding to employee listening and training and so much more, managing your tech stack has become a full-time job.

So, stop mucking about and get yourself an HR Tech Manager. The ROI is significant. As HR processes in recruiting and onboarding are streamlined and employee satisfaction from better culture and responsiveness increases productivity, while fulfillment will see a boost with targeted upskilling and career-pathing programs.

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Cracking the HR Tech Conundrum

Your new HR addition has to be a dedicated, dynamic tech manager, who will make sure that your processes are smooth as a baby's bottom — in other words, maximize the return on investment (ROI) of your HR tech stack, streamline systems and processes, and overall just make sure that your technology works for you and everybody else. The person in this role should understand how important services will integrate with your primary Human Capital Management System (HCMS) and which other key HR tech to invest in to grow that ROI.


Your tech manager will earn you lots of praise, as you focus on strategizing with C-level on major company goals and you present reports on talent that bring tears of joy to your leading counterparts. Ok, a bit over the top, but you will find and onboard talent faster and more efficiently. Meanwhile, you keep the talent you already have happy with career transparency and company engagement.


So which skills should you look for while filling this position? Your HR tech better know their way around your HCM and be able to adequately manage the slew of tech as it interacts with platforms outside of your department. Heck, even social media knowhow is a bonus since so much of HR takes place on social networks.


All the obvious stuff aside, we have ID’d 3 additional crucial skills that you should look for in your new tech manager.


Have a look below:


User-centric HR

To match the HR ethos, look out for the gift of being able to consistently identify and implement HR processes that put employees at the center.

Trending HR Role #3: Talent Developer

As the most tangible, yet difficult issue, the war for talent demands an approach from two sides. Look to add roles with internal skills first, while peering outside your walls to fill internally-unfillable roles — a talent sandwich if you will.


With internal hiring, you expand already great development plans for your employees. As a plus, your organization gets to reduce the chance of colleagues jumping ship for a competitor. In fact, putting a great career roadmap into action can create a pull effect, attracting employees from rival competitors! Let alone, achieve higher engagement and satisfaction rates.

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New Career Potential with New Skills

A connoisseur of personal learning programs, the talent manager aims to ensure your people grow among other vital goals. Your TD should create a solid talent development plan to ensure your company has a leg up in the war for talent. A bonus is a greater say in shaping the future of work as you see fit. You can ensure that your current crop can grow into their current roles, other more advanced roles and overall become well-rounded experts within your own four walls.


Doing something so beneficial for your employees will break down the stigma that HR is for business and not for the employees, while also giving teams, departments and the entire organization a major productivity boost. In the end, those employees just may start trusting HR and end up appreciating you for it all. So go find yourself a Talent Developer now! What a no-brainer!


So which skills should you look for while filling this position? Sure, the ability to organize and implement personalized training programs and being versed in professional development.


Most importantly, however, your candidate should bring these pivotal skills to the table below.

Competency architecture

Having a clear image of how the puzzle looks before piecing it together should be at the top of your list of skills and is key to ensuring employees learn the right skills.


Trending HR Role #4: Talent Acquisition

As the war for talent intensifies, your only choice is a two sided approach. You will need to look for talent outside your walls, but the secret sauce to your talent sandwich is talent acquisition. You might already have a recruiter, but talent acquisition is more strategic and future-forward in the hiring game. Even if you already have a few, you may consider adding another (or more!) to your team in 2023. Then you can avoid the war for talent jamming up your growth plans — like that gum you stepped on this morning on your way to work that kicked off your case of the “Mondays".

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Filling Gaps with New Talents

Your current and future talent acquisition managers (TAM) are the major players in your recruiting team, planning for and wooing external candidates to fill your companies vacancies. As part of their duties, your TAMs cultivate relationships with potential candidates who have not yet made a move to leave their current company. That means your TAMs should have excellent people skills, good salesmanship of company EVPs and a solid eye for good cultural fit.


Your Talent Acquisition managers will certainly have their work cut out for themselves, as the great resignation — or reshuffle, resorting, re-whatever — floods the market with people who are fed up with the old system. These conditions make it all the more important that your talent acquisition team members possess the capability of researching, designing, and executing on talent acquisition planning in collaboration with other HR pros and department heads.


So which skills should you look for while filling this position? Absolutely, you can expect your TAM to have the standard talent acquisition and management profile. But, she or he needs to take initiative if you expect to set yourselves up for a strong standing in the war for talent.


Most importantly, the skills this person’s toolbox should include….

Active sourcing

A driven, outgoing, and people-centric individual will have the greatest chance of attracting the best talent out there—even if not actively searching.




<h2 class="c-blog_head" id="Make 2023 the Year of Better Work" data-headline="Make 2023 the Year of Better Work"><span class="first_id_number"></span>Make 2023 the Year of Better Work</h2>

The evidence of changing attitudes towards work, where and how it gets done, even the metrics used to understand success, is everywhere. However, new work philosophies must continue to be lived in the work you do and the way your employees think.


2023 is only the beginning for new work and we have the opportunity to build a solid foundation for a better work future. So set out to achieve these main objectives:

  • Shape the future of work with experimentation and data
  • Digitalize and streamline processes
  • Flex the EVP muscle in the war for talent


Adding a Human Resource Business Partner to your team will make shaping the future of work a much more manageable task as you set to fill the right vacancies with the right skills and make more believers in a better way of work.  


Successful digitalization requires HR tech know-how and an analytical mind. Ensuring secure, reliable and actionable people data will be a boon to your team and entire company, as your employees benefit from tools and services they never even knew they’d need.


Lastly, winning the war for talent requires talent creation on both sides of the issue, and a serious rethink of the company EVP. So plan on a dynamic duo of HR roles to win. Don’t forget to first develop talent you have to fill gaps, and then internally acquire the talent you are missing second. After that, be smart about planning long term in talent acquisition to fill positions that you can’t develop in-house.


People Power Starting Now

HR is gaining recognition for its strategic importance in providing employees the means to make their lives and work fulfilling and achieving business goals. Developing and bringing on the right talents with the right mindset will help your HR build a solid case for its importance and credibility.


Find those with growth mindsets — and build them in your company, argue your case and make decisions with actionable data. Then show that the proof is in the pudding, as your employees perform better, find fulfillment, and overall make significant contributions to your organization and its culture.

Enabling your employees to build strong skills and develop career clarity will show that HR has some serious chops as a business partner. Digitalize to smooth out your processes and analyze your data for smoother processes. If you want to learn more about streamlining your software tech stack, check out this link here.

Editor's note: This post was originally published in December 2021 and has been completely revamped and updated for accuracy and comprehensiveness.

Josh Taboga
Josh Taboga

As a true people person, Josh is passionate about interacting with and bettering the lives of those around him. He believes that a life and work need balance and sometimes diverge from common wisdom and practice. An avid learner, he constantly asks questions and seeks to bring answers to the rest of the world.

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As a true people person, Josh is passionate about interacting with and bettering the lives of those around him. He believes that a life and work need balance and sometimes diverge from common wisdom and practice. An avid learner, he constantly asks questions and seeks to bring answers to the rest of the world.

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The responsibility for enterprise communications may fall to tomorrow’s HR technology environments.

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We’ve already seen how important growth is for employees today, and that this is linked to better retention and employee engagement.

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