1. Navigates the workplace by identifying official responsibilities, informal power structures, and how employees and executives connect.
2. Streamlines information sharing and fosters consensus to put plans into action.
3. Strategically tailors HR initiatives to the organization's political environment and culture for optimal impact.
4. Optimizes HR initiatives through a deep understanding of organizational systems, processes, and policies.
5. Champions the business unit's/organization's culture, values, mission, and goals.
6. Develops measurable goals for HR programs, practices, and policies that directly contribute to the strategic vision of HR and the organization.
7. Strategically identifies areas within HR operations that can be optimized to better support the strategic vision of HR and the organization.
8. Ensures the effective implementation of HR programs, practices, and policies to contribute to the strategic vision of HR and the organization.
9. Takes leadership's project goals and transforms them into clear, actionable project requirements.
10. Drives project success by setting achievable goals and monitoring progress through key milestones.
11. Ensures efficient use of project budgets and resources to achieve project goals.
12. Proactively identifies and secures the resources needed to implement and maintain HR projects.
13. Optimizes resource allocation to meet evolving project needs, ensuring optimal utilization of resources.
14. Proactively identifies project roadblocks and develops creative solutions to ensure successful project completion.
15. Bridges the gap between leadership and initiative execution by fostering collaboration and alignment through an understanding of complex leadership relationships.
16. Demonstrates integrity by consistently acting in accordance with their stated values.
17. Takes ownership of mistakes and demonstrates accountability for their actions.
18. Champions a culture of self-awareness by recognizing and addressing biases in themself and others, fostering a more inclusive environment.
19. Earns trust and respect by consistently demonstrating ethical behavior and strong moral principles.
20. Encourages all employees to take action by reporting unethical behaviors and conflicts of interest.
21. Proactively implements strategies to minimize the impact of bias in HR and business decisions.
22. Fosters transparency by openly sharing information about HR programs, practices, and policies.
23. Champions ethical conduct by proactively identifying, evaluating, and communicating potential ethical risks and conflicts to leadership.
24. Makes the organization's ethical standards and policies readily available and accessible to all staff members.
25. Exhibits proficiency of an advocate, including self-awareness, self-discipline, open-mindedness, inclusive, trustworthiness, resilience, and confidently.
26. Facilitates communication and decision-making necessary to implement initiatives.
27. Identifies opportunities to bridge the gap between current HR operations and the strategic vision of HR and the organization.
28. Ensures effective implementation of HR programs, practices, and policies to contribute directly to the strategic vision of HR and the organization.

1. Aligns individual goals with HR strategy by developing and implementing an action plan to drive successful execution.
2. Collaborates with HR leadership to identify and explore new or overlooked opportunities for aligning HR strategy with the organization's goals.
3. Provides a strategic HR lens to business decisions, ensuring alignment with both HR goals and the broader organizational vision
4. Delivers timely and accurate information to HR leadership in a way that facilitates strategic decision-making.
5. Leverages benchmarks, industry metrics, and workforce trends to inform strategic decisions regarding the organization's market position and competitive advantage.
6. Tailors their work approach to the HR service model, actively contributing to the timely and consistent delivery of services to stakeholders.
7. Gathers feedback from stakeholders to ensure the HR function is meeting their needs and to identify areas for improvement.
8. Fosters strong relationships by acting as the trusted HR advisor for key stakeholders within a division or group.
9. Serves as a HR advisor to all levels of leadership and management on HR issues.
10. Facilitates seamless collaboration among HR functions to assure timely and consistent service delivery to stakeholders.
11. Creates a seamless workflow by integrating outsourced and automated HR functions with other HR activities.
12. Measures the effectiveness of the HR function by analyzing and interpreting key performance indicators (KPIs).
13. Works collaboratively with departments outside of HR to deliver and support HR-related functions.
14. Anticipates and minimizes unintended consequences by applying a systems thinking lens to HR and business decisions.
15. Educates and empowers managers to distinguish between performance issues and DEIB differences through consultation.
16. Actively contributes to building a culture that prioritizes access, opportunity, and equity for all employees.
17. Proactively engages with internal and external stakeholders to demonstrate support and address any concerns regarding the organization's DEIB efforts.
18. Engages in continuous learning to stay updated on current trends and best practices in DEIB-focused HR management.
19. Develops a compelling case for DEIB by highlighting its benefits for employees and leaders, fostering buying across the organization.
20. Proactively identifies and champions opportunities to strengthen the equity of organizational policies and procedures for all employees.
21. Collaborates with people managers to develop and implement strategies to attract and hire diverse talent pools across various dimensions
22. Empowers employees at all levels to navigate cultural and diversity differences through professional development, mentoring, coaching, and guidance.
23. Promotes a culture of DEIB with representation across race, gender, sexual orientation, ethnicity, religious beliefs, country of origin, education, abilities, and the intersectionality of the elements of diversity.
24. Cultivates a culture of psychological safety where interpersonal risk taking, support, mutual respect and trust is promoted, and punishment and embarrassment is avoided.
25. Champions the strategic integration of DEIB initiatives, building a strong business case that aligns with organizational goals and drives competitive advantage.
26. Promotes a culture that encourages employees to be their authentic selves, supports courageous and honest DEIB related conversations, and supports allyship among employees.
27. Develops strategic intervention to resolve identified inequities.
28. Champions the creation of an inclusive environment where all employees have access to opportunities and experience equity in the workplace.
29. Analyzes data and trends to identify areas where organizational policies and procedures may unintentionally disadvantage certain groups and proposes solutions to enhance equity.
30. Designs and implements benefits and programs that are strategically aligned with DEIB goals
31. Analyzes DEIB metrics to demonstrate alignment with broader organizational objectives and how they contribute to increased productivity, strengthening the strategic case for DEIB.
32. Ensures key HR documents and systems (e.g., job postings, descriptions, performance management) comply with relevant regulations and accurately capture workforce activities
33. Champions and supports change initiatives to optimize the effectiveness of HR systems and processes, driving positive impact on the organization.
34. Proactively identifies opportunities for improvement within the organization's structures, processes, and procedures.
35. Identifies and diagnoses key barriers to organizational effectiveness and development, recommending specific methods for their elimination.
36. Measures the impact of HR initiatives on organizational performance by collecting and analyzing relevant data.
37. Demonstrates adaptive, continuous learning
38. Demonstrates agility and adaptability when project requirements, goals or constraints change.
39. Actively seeks out feedback.
40. Demonstrates a growth and future-oriented mindset.
41. Proactively modifies or redesigns activities or behaviors towards and intended goal or outcome.
42. Applies change management theories and techniques to increase the probability of sustainable success (organizational behavior, organizational design, organizational effectiveness, and development).

1. Effectively able to articulate the business language of senior leaders.
2. Employs appropriate business terms and vocabulary.
3. Identifies opportunities for HR to contribute to the organization's strategic direction and goals, shaping decisions accordingly.
4. Leverages a deep understanding of the organization's business (operations, functions, products, services) to design HR solutions and inform business decisions.
5. Leverages a comprehensive understanding of finance, marketing, economics, sales, technology, law, and business systems to make informed decisions regarding HR programs, practices, and policies.
6. Demonstrates an understanding of the relationship between effective HR and effective core business functions.
7. Utilizes internal and external resources to learn about the organization’s business operations, functions, products, and services.
8. Uses internal and external resources to learn about the political, economic, social, technological, legal, and environmental (PESTLE) trends that influence the organization.
9. Applies knowledge of relevant PESTLE trends to implement HR solutions and inform HR decisions.
10. Leverages data-driven insights from PESTLE trends (Political, Economic, Social, Technological, Legal, Environmental) to define HR's strategic direction and long-term goals, ensuring they are grounded in a comprehensive understanding of the business landscape.
11. Ensures HR's strategic direction and long-term goals remain adaptable to accommodate changes in the organization's business strategy and objectives.
12. Demonstrates an understanding of the labor market when developing a strategy to retain, attract and compete for talent.
13. Designs, implements, and evaluates HR initiatives with consideration of value-added, ROI, utility, revenue, profit and loss statements and other business indicators.
14. Participates in advocacy activities involving government policy and proposed regulations related to the organization’s HR strategies and long-term goals.
15. Leverages risk assessment as a proactive tool to identify potential challenges and opportunities, informing HR's and the organization's strategic direction and long-term goals.
16. Examines organizational problems, opportunities, and risk in terms of integrating HR solutions that maximize ROI and strategic effectiveness.
17. Analyzes cost-benefit analyses, organizational metrics, KPIs, and critical data insights to maximize the return on investment of HR initiatives and programs.
18. Connects HR's strategy, goals, and challenges to the organization's overall business objectives and desired outcomes.
19. Develops HR initiatives with a focus on cost-effectiveness by accurately determining budget and resource requirements.
20. Assesses all proposed business cases for HR initiatives.
21. Provides data-driven insights to advise stakeholders on how existing HR programs, practices, and policies either impede or support business success.
22. Designs HR solutions with clearly defined goals and outcomes in mind.
23. Engages with a diverse range of stakeholders (employees, candidates, vendors) to actively identify, define, and clarify their needs and requirements regarding HR services.
24. Proactively informs key stakeholders (senior leadership, managers) about potential and current HR-related threats and liabilities.
25. Consults with stakeholders to leverage data, best practices, and research to suggest innovative and effective HR solutions that are grounded in evidence and industry expertise.
26. Collaborates with stakeholders to understand the organization's current and future HR challenges, anticipating potential needs and identifying opportunities for improvement.
27. Consults with employees regarding HR practices, compliance, laws, regulations, and ethics.
28. Recommends methods to improve HR programs, practices, and policies.
29. Anticipates future HR needs by collaborating and identifying larger system trends and market requirements.
30. Optimizes HR resources to achieve maximum impact.
31. Employs systems thinking to comprehend how the organization operates.

1. Demonstrates an understanding of the talent needs of the organization or business unit.
2. Implements strategic sourcing strategies that go beyond traditional job boards, utilizing targeted channels and partnerships to attract candidates with the specific skills and experiences needed.
3. Leverages the EVP and employment brand as a talent magnet to attract applicants who are a strong fit with the organization's culture and values.
4. Evaluates candidate technical skills, organizational fit and alignment with the organization’s competency needs based on job requirement in the hiring process.
5. Conducts appropriate pre-employment screening.
6. Utilizes effective onboarding and orientation programs for new employees.
7. To meet the organization’s needs, develops job descriptions that clearly outline the specific skills and experience needed for the role.
8. Complies with local and country-specific laws and regulations governing talent acquisition.
9. Consults with hiring managers to ensure their practices related to job descriptions, interviews, onboarding, and candidate experience comply with legal regulations and minimize potential risks of bias or discrimination.
10. Utilizing best practices, designs, administers, analyzes, and interprets surveys on employee engagement, job satisfaction and culture.
11. Implements and supports HR and organizational programs designed to improve the employee experience, including engagement and culture.
12. Creates program opportunities to illicit more engaging or motivating jobs.
13. Utilizes turnover and retention data to provide leadership with actionable insights.
14. Advises managers on creating positive working relationships with their employees.
15. Trains stakeholders on how to use the performance management system to its full potential.
16. Helps stakeholders demonstrate the elements of satisfactory employee performance and performance management.
17. Executes and monitors processes that measure the effectiveness of performance management systems.
18. Leverages best practices in data analysis to evaluate data on employee competency and skill gaps, ensuring data-driven insights inform talent development and upskilling initiatives.
19. Designs and delivers learning and development activities that are strategically targeted to address identified competency and skill gaps.
20. Utilizes available resources to develop, deliver and evaluate effective learning and development programs.
21. Establishes internal social networks, like ERGs, to increase employee engagement by providing a space for knowledge exchange.
22. Develops IDPs in collaboration with managers and employees.
23. Conducts programs to promote knowledge transfer.
24. Collects, compiles, and critically evaluates compensation and benefits data from various sources.
25. Implements appropriate pay, benefits, incentive, separation, and severance systems and programs.
26. Integrates best practices into compensation and benefits programs while maintaining strict adherence to all applicable laws and regulations.
27. Distinguish between government-mandated, government-provided, and voluntary benefits approaches.
28. Utilizes job evaluation methods to determine appropriate compensation and benefits.
29. Evaluates the competencies required for future industry trends and market demands, proactively identifying gaps and staffing level misalignments.
30. Develops succession plans to ensure the organization’s long-term leadership needs are met.
31. Implements strategies for restructuring the organization’s workforce.
32. Aids in providing employees with continuous learning opportunities, including opportunities for upskilling and reskilling.
33. Leverages workforce analytics to assess current and projected skill needs, identify gaps between existing competencies and future requirements, and inform strategic workforce planning.
34. Acts as a trusted HR advisor within and outside of the organization.
35. Builds strong relationships with stakeholders to secure buy-in for HR initiatives.
36. Motivates HR staff and employees to support HR’s vision and goals.
37. Serves as an advocate for the organization and/or employees to advance the organization’s strategic direction and goals.
38. Communicates position on critical issues, regardless of risk or discouragement from others.

1. Foster strategic relationships within the organization and externally to strengthen HR's influence and access to valuable resources.
2. Leverage strong interpersonal skills to foster collaboration within teams, ensuring effective communication, mutual respect, and a shared vision for achieving goals.
3. Furthers conflict resolution through collaboration.
4. Creates a high-performing team environment through trust, task-related support, shared decision-making, and open communication channels.
5. Initiates and participates in collaborative project teams, fostering strong partnerships between HR and other departments
6. Contributes to a positive and supportive work environment
7. Practices open and honest communication with colleagues, building trust and respect through transparency and active listening.
8. Cultivates strong working relationships with supervisors and HR by proactively managing work activities, anticipating, and communicating project needs, and keeping them updated on goal progress
9. Integrates diverse perspectives from HR team members and stakeholders into decision-making processes, ensuring all voices are heard and acknowledged.
10. Creates a culture of inclusive communication, where stakeholders and team members, regardless of location or employment type, feel empowered to share their ideas and perspectives.
11. Cultivates a culture of open dialogue where respectful disagreement on tasks is encouraged, fostering innovation and positive change through diverse perspectives.
12. Promotes early intervention in conflict situations to prevent escalation, utilizes respectful and appropriate communication to find solutions, and refers more complex matters to higher levels when needed.
13. Showcases strong conflict resolution skills by navigating disagreements constructively, demonstrating how to reach mutually beneficial outcomes through productive conflict.
14. Facilitates conflict resolution by identifying the underlying causes, promoting open communication to build trust, and understanding between parties involved.
15. Skillfully de-escalates and mediates counterproductive conflict.
16. Cultivates a culture of trust, collaboration, and open communication by providing task-related support, involving team members in decision-making, and maintaining clear communication channels.
17. Supports a collaborative, team-oriented organizational culture.
18. Embraces management and leadership opportunities.
19. Develops a strong understanding of the organization's strategic goals and priorities.
20. Leverages relationships with industry peers and thought leaders to benchmark best practices and explore collaborative opportunities for building competitive advantage.
21. Tailors clear, concise, and error-free messages to specific audiences, ensuring effective communication that aligns with the organization's brand and objectives.
22. Analyzes received communications with a critical eye, considering the context, motives, and reasoning behind the message to ensure accurate interpretation.
23. Practices attentive, active, and empathetic listening.
24. Keeps stakeholders informed by delivering concise, timely and actionable updates.
25. Avoids making assumptions by actively seeking clarification and further information whenever ambiguity arises.
26. Tailors the content and tone of communications based on the audience.
27. Acts as a people-prioritizer (never allows technology to supersede human factors)
28. Presents persuasive arguments in a clear, concise, and compelling manner.
29. Utilizes engaging communication strategies to inform and educate both HR and non-HR employees about HR programs, practices, and policies.
30. Develops communication skills in non-HR managers, enabling them to confidently and effectively address HR-related topics with their teams.
31. Communicates in a language that resonates with senior leaders, translating HR initiatives into tangible business benefits.
32. Communicates difficult information with respect.
33. Adjusts business vocabulary based on the audience and situation.

1. Employs HR information systems (HRIS) and business technology to anticipate and address challenges.
2. Gather and analyze employment-related data and prepare relevant reports.
3. Evaluate selection or testing techniques by conducting research or follow-up activities and collaborating with management or supervisory personnel.
4. Effectively translates data-driven knowledge and best practices from one situation to the next.
5. Leverages data analysis to identify evidence-based best practices to objectively evaluate HR initiatives, providing critical findings to support data-driven HR decisions.
6. Demonstrates an understanding of the importance of using data to inform business decisions and recommendations.
7. Champions evidence-based HR by continuously evaluating and aligning programs, practices, and policies with the latest research findings and industry best practices.
8. Frames HR challenges and opportunities as questions that can be addressed through data analysis and evidence-based insights.
9. Advocates for a data-driven approach to HR by emphasizing the importance of validating programs, practices, and policies to ensure they deliver the intended results and contribute to continuous improvement.
10. Frames data within the broader business context, explaining how it informs the decision and aligns with the organization's goals.
11. Maintains a commitment to staying current with the latest HR research findings, utilizing them to evaluate courses of action based on the most relevant and up-to-date information.
12. Integrates data collection and analysis into all stages of HR decision-making, from identifying problems to developing and implementing solutions.
13. Prioritizes the use of HR metrics for understanding organizational performance, as well as HR’s strategic direction and long-term goals.
14. Advocates for and fosters a culture that values data-driven decision making by integrating the collection and analysis of diverse data points (risks, economic, and environmental factors) into all levels of the organization.
15. Conducts strategic data collection to inform and evaluate organizational solutions.
16. Possesses a strong ability to evaluate and select the most appropriate data sources.
17. Effectively applies their working knowledge of data collection, research methods, benchmarks, and HR metrics to address HR challenges, develop data-driven solutions, and measure HR program effectiveness.
18. Maintains a competitive intelligence edge by actively monitoring external sources for data on industry trends, competitor analysis, and other relevant external factors.
19. Effectively translates knowledge from industry literature, peer-reviewed research, and practical experience into actionable best practices that can be readily implemented within the HR function.
20. Establishes a data-driven foundation for HR by implementing processes and securing the necessary resources for systematic data collection that informs strategic direction and long-term HR goals
21. Identifies gaps in current data collection practices and seeks out new data sources or methods to gather the necessary information for a more thorough evaluation of HR initiatives.
22. Critically evaluates data for accuracy and completeness.
23. Demonstrates a commitment to continuous learning by maintaining a working knowledge of evolving statistical methods and measurement concepts, ensuring proficiency in data analysis and interpretation for HR applications.
24. Proactively identifies data gaps through comprehensive data analysis, anticipating potential missing information and taking steps to acquire it.
25. Employs rigorous data analysis techniques to ensure interpretations are based on evidence and avoid confirmation bias.
26. Tailors communication of critical data analysis findings and their implications to the specific needs and knowledge level of senior leaders, ensuring clear and concise communication for optimal decision-making.
27. Employs a critical lens to interpret data analysis results, translating them into actionable evidence-based recommendations for optimizing HR programs and achieving strategic HR goals.
28. Proactively identifies opportunities for process improvement and champions the use of data-driven approaches to continuously enhance organizational performance.
29. Employs data to support business cases.
30. Implements secure and compliant technology solutions to ensure the safekeeping of sensitive candidate and employee data while optimizing the delivery of HR services.
31. Applies technology that integrates with and complements other enterprise information systems, software, and technology.
32. Establishes data security protocols and access control policies to minimize the risk of unauthorized access, data breaches, and misuse of sensitive candidate and employee information.
33. Offers stakeholders clear guidance on developing effective technology use policies that promote employee productivity and collaboration while safeguarding company data and minimizing security risks.
34. Coordinates and manages vendors executing HR technology solutions.
35. Employs a data-driven approach to problem-solving, utilizing technology to uncover root causes of business challenges and recommend evidence-based solutions for improved performance.

1. Collaborate with management to develop or implement personnel policies or procedures.
2. Proactively stays abreast of evolving domestic and global employment laws.
3. Minimizes legal risks by maintaining a comprehensive compliance program that ensures HR programs, practices, and policies adhere to all relevant laws and regulations.
4. Facilitates collaboration between HR professionals and legal counsel for interpretation of employment laws.
5. Equips employees at all levels with the knowledge and skills to navigate HR-related situations ethically and compliantly, avoiding illegal terminations, unfair discipline, and other noncompliant practices.
6. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
7. Examines PESTLE factors and their influence on the organization.
8. Tailors risk communication to different employee groups, considering their roles and information needs to ensure maximum comprehension and engagement.
9. Conducts due diligence investigations to evaluate risks and ensure legal and regulatory compliance.
10. Conducts safety and health incident investigations with a focus on identifying corrective actions and preventative measures to prevent similar incidents and ensure a safe work environment.
11. Audits risk management activities and plans.
12. Manages the process of reporting on internationally and locally accepted workplace health and safety standards, ensuring compliance with all relevant reporting requirements and deadlines.
13. Develops business cases that comprehensively assess potential risks and outline mitigation strategies.
14. Manages the administration and support of key HR programs that identify and mitigate workplace risks associated with accidents, injuries, and employee well-being.
15. Administers crisis management, contingency and business continuity plans for the HR function and the organization.
16. Embodies the organization's values and mission in all interactions with the community, acting as a credible role model who reflects the organization's positive impact.
17. Identifies opportunities to incorporate environmentally and socially liable business practices and shares them with leadership.
18. Assists all levels of staff to comprehend the societal impact of business decisions and the role of the organization’s CSR strategy in improving the community.
19. Where appropriate, maintains transparency of HR programs, practices, and policies.
20. Provides coaching to managers on navigating sensitive information and decision-making processes while still maintaining an appropriate level of transparency with their teams.
21. Collaborates with internal and external stakeholders to identify and promote impactful CSR activities, ensuring alignment with both business objectives and community needs.
22. Develops and administers workplace policies, handbooks, and codes of conduct.
23. Equips employees with the knowledge they need to comply with the terms of their employment agreements and the organization's policies and procedures, fostering a culture of adherence and ethical behavior.
24. Provides guidance to managers on supervising difficult employees and handling disruptive behaviors in a way that adheres to legal requirements and best practices.
25. Conducts investigations into employee misconduct and administers disciplinary action when necessary.
26. Oversees employee grievance and discipline processes.
27. Resolves workplace labor disputes internally.
28. Ensures all interactions and negotiations with employee representatives (unions, government agencies, legal counsel) adhere to relevant labor laws and regulations.

1. Leverages a global perspective when developing and maintaining HR programs, practices, and policies, ensuring the organization remains current with emerging trends and best practices across the world.
2. Comprehends the organization’s global lines of business.
3. Communicates HR programs, practices, and policies clearly and transparently to all staff, fostering understanding and ensuring consistent application across the organization.
4. Behaves with a global mindset while remaining cognizant of local issues and needs.
5. Supports and promotes the benefits of a diverse and inclusive workforce.
6. Develops HR initiatives and implements consistently and fairly.
7. Applies expert knowledge about global HR trends, economic conditions, labor markets and legal environments to advance HR's strategic direction and to inform development and implementation of HR initiatives.
8. Practices effective communication across cultures by tailoring communication styles and approaches to respect cultural norms.
9. Conducts business with a global mindset, adhering to and respecting the diverse legal frameworks, regulations, and accepted business practices across international markets, minimizing legal risks, and ensuring compliance.
10. Leverages expert knowledge of global trends in HR, economics, labor markets, and legal environments to assess the impact of DEIB initiatives on the organization's HR strategy.
11. Supports an organizational culture that values diversity and promotes inclusion.
12. Develops a framework for navigating contradictory practices, policies, and cultural norms, ensuring consistency and fairness while promoting a more harmonious work environment.
13. Recognizes and respects cultural differences.
14. Models acceptance of colleagues from different cultures.
15. Manages contradictory or paradoxical practices, policies, and cultural norms to ensure harmony.
16. Demonstrates inclusion in regular interactions with others.
17. Tailors HR initiatives to local needs by applying an understanding of cultural differences.
18. Institutes a comprehensive learning and development strategy that includes ongoing diversity and cultural sensitivity training for all employees.
19. Utilizes a data-driven approach to assess the organization's current cultural climate to identify areas for improvement and inform strategic interventions.

22.0220 Human Resources Law 28-42 hrs 30.2301 Intercultural/Multicultural and Diversity Studies. 28-42 hrs 42.2804 Industrial and Organizational Psychology 28-42 hrs 52.1001 Human Resources Management/Personnel Administration, General 28-42 hrs 52.1002 Labor and Industrial Relations 28-42 hrs 52.1003 Organizational Behavior Studies 28-42 hrs 52.1005 Human Resources Development 28-42 hrs 52.1006 Executive/Career Coaching 28-42 hrs 52.0201 Business Administration and Management, General 28-42 hrs 52.1099 Human Resources Management and Services, Other 28-42 hrs 52.0215 Risk Management 28-42 hrs