What steps can you take to build your reputation as an HR expert?

This is super important! So much changes in the HR world on a regular basis. It is imperative for us all to keep informed on the up to date codes, laws, and practices for our areas, regions, states, countries, etc. I find blogs and eMagazines particularly helpful to help me stay on top of top trends and laws. Never be afraid to learn something new and ask for help. Also, when you don’t know that answer to something, you should feel free to say as much, but let others know that you will find out for them and then follow up with what you learned. This shows your integrity and follow through.

Getting a seat in the Executive Boardroom is one of the best ways to amplify your influence as an HR Expert. Once there, go beyond paperwork and compliance! Dive deep into the business side of things. Understand the metrics, financials, and the company's big picture. Show them the money! Highlight the ROI of HR strategies, showcase cost savings, and amplify productivity boosts. Its not just about HR—it's about business impact! 🚀

When you decide to become an HR professional, you automatically become a forever learner. Just as any other profession, you can become stagnant by becoming siloed in a singular role and or employer and a significant disadvantage will be the inability to pivot as the profession evolves. If you have not asked ChatGPT at least 3 questions that can improve your current processes and capabilities, you are already behind. #datHRguy

In order to build your reputation as an HR expert, you must prioritize continuous learning by staying updated on industry trends, attending relevant workshops, and pursuing certifications. One of the key is professional networking and being connected to senior colleagues in the industry helps you learn best practices of HR as well.

While it is important to learn yourself it is also value adding if you help and guide others to learn. This becomes a moment of truth to leverage your existing expertise and doing a feed forward. People want to come back to those who are value and help them grow professionally (or personally).

I believe this is the most important part of it all. From my vantage point from working with HR Managers for the last 30+ years, learning should also mean knowing what your business does in detail, how your company manufactures your product out on your plant floor and getting to know all your employees really well like they were family. I never understood how those HR Managers that I worked with over the years could be successful when they didn't know 1 or all of these 3 things, and there were more of them than I ever thought there would be in that position.

If there is one thing employers and HR clients look for, it's credibility. And one of the ways to show that you are an expert and you are credible is through certification. Therefore, continuously taking courses that certify you as an expert is a good way to leverage yourself in HR.

This is the most important part if we are into this business. Being true all the time. Exhibit transparency. Being truthful and honest builds trust and can improve a business's or individual's reputation. Taking responsibility is also one key factor. Possessing responsibility is an act of integrity and can increase your reputation more than the error can harm it.

Being the Subject Matter Expert for the life cycle of an employee can be a daunting task. One way to keep that responsibility realistic is by maintaining connections to other SMEs. These can be with peers, local HR orgs, people you worked with in the past, or legal resources. Some of the best webinars I've sat through have been with national law firms with great speakers.

Building a reputation as an HR professional requires a combination of knowledge, skills, and actions. First and foremost, one must continually update and enhance their knowledge of HR practices, laws, and industry trends. This can be achieved through continuous learning, attending professional development events, and obtaining relevant certifications.

In my experience, writing helps me connect the dots and break down what I have learnt into areas. I find that you can pick an area, focus on it for a period and analyse it from many angles. This also helps you learn as you share your insights. I write a lot on Culture at work in the African tech ecosystem as well as employment creation. This has established me as a thought leader and one of the go-to-people on Culture and People related activities in the tech ecosystem.

My area of expertise is Employee Performance Management. When advising managers how to handle less than desirable behaviors in staff I am consistent in my recommendations. I guide my managers through the entire progressive discipline process, providing specific verbiage and direction every step of the way. I am confident in my abilities to successfully manage poor performance and managers who have worked with me here know. I think your reputation is built on your ability to provide appropriate support and guidance. Your reputation is based on whether or not your guidance and expertise actually works.

You need to understand classical HR approaches and modern practices, have personal experience in various matters, and be knowledgeable about market practices. Also, it comes from understanding trends in the field that you should keep track of. Building an internal brand requires not being flashy and proposing many ideas. Your ideas must be thoughtful, well-considered, viewed from various angles, and significantly impact both the business and employees. Your ideas' quality and relevance and ability to effectively communicate them to key stakeholders are essential. Talking about your external brand, I recommend not reiterating known HR theories but sharing your own experiences. Also, the skill to articulate them effectively is essential.

I agree with sharing insights. Showcasing HR knowledge and sharing valuable content is one way to demonstrate expertise through thought leadership. Address common HR challenges and offer practical solutions. Thought leadership helps establish credibility and positions you as a go-to resource.

Use all of these opportunities to also build your personal brand to utilize during career transitions, pivots and even in some instance’s entrepreneurship. Your job title can be taken away at anytime due to employment at will but your experiences are yours forever.

We as humans get carried away easily forgetting that people are watching. Consciously or otherwise you are building your reputation. What we need to carry as a badge is "What if it all ends now, What will be said of me!". With this in mind you would live everyday and make every decision with positive impacts. Your reputation would not only be beautiful, it would also outlive you.

In my experience as an HR data consultant, HR most of the time is drowned in data but cannot translate it into insight. Some of the lessons learned from working with many corporates are: 1. Ask the critical and relevant question (this also requires a humility that HR is not a super-hero or panacea for all organizational illness) 2. Know the right data to answer the question 3. Dig in (and learn about) analytics to insight 4. Share (and adjust the communication strategy for) the insight to all stakeholders

Do not be afraid to show some edge and stick to your own observations and experience when sharing your insights, recommendations and point of views. Have the courage not to be too politically correct and do not always go with the main opion in the HR community. Have to courage to go against the current mainstream if this is what you truely believe in. You may not be popular with all but you will build a loyal audience that will follow you over a long time. An HR-community which appreciates to be challenged by you.

Become a "Category Of One". One of the best ways to build your HR expertise is to take a stand on ONE issue or topic that your HR peers feel passionate about. Bold and courageous thought leadership is greatly missing in HR circles and employees are desperate for meaning, connection, and belonging. For example, as a former CHRO turned Executive Coach, I am passionate about the eradication of burnout and have taken a stand on this topic. What is one topic in HR that you feel passionate about and willing to share your insight and expertise about?

One of the great values HR pros can bring is to share upcoming trends based on research. Other executives understand timeless core HR issues, but as the HR pro brings data and insights about trends and industry direction, he/she will add a great deal of value.

Networking with editors of thought leadership outlets like hr.com and staffing industry analysts, and HR podcast hosts to land guest writing and speaking opportunities to strengthen your credibility.

While Networking is always a good tool, I believe that there is a difference between working as an HR Business Partner, or working in HR Services. Although HR is always about supporting people, some are more about maintaining a system/process, while others are more about the relationships, and networking for growth will fail at some point in HR Services, and also in Rewards, if your results are not evident. It may take time, which is why you sometimes see networkers heading HR Services, but in the end they will deliver an inferior product, if they are not strong enough in the system/process.

What does it take to be recognized as an HR expert? My two-word answer is "time and mobility." I spent 40 years kicking around Federal HR in Washington, DC. And by the time I retired, I think I knew just about every key player. That is because I joined organizations that catered to HR professionals. I attended countless inter-agency meetings. And worked in about a dozen HQ agencies and Departments over the course of my career. Hence I can recall encountering one agency HR Director who remarked to me after I mentioned knowing a member of her staff, "you seem to know everyone." Yes I do," was my humble response.

Having the ability to network strategically is a gem. As Ivan Misner noted, the 4Cs of networking Competence, Credibility, Clarity, and Connectivity, has the potential to affect the referral quality, quantity, significance, and consistency within your personal network. When networking it’s important to be strategic and create a plan of action. What are you hoping to accomplish? It’s very important to note you should not enter with a one sided approach only focusing on what is in it for you, as you should also be considering what you can offer as well. Both parties should be in a position to benefit from the connection made.

Networking is as important internally (within the organization) as it is outside the organization. When you are trying to create a value proposition for your personal brand, it is sometimes necessary to find the influential people within the department or organization you support and make them a fan of you. Influential people are not necessarily those with title, but they can also be the people with the social capital to help you connect with others.

Networking is strategically important for HR because it helps HR professionals build relationships with other professionals, stay updated on industry trends, and gain access to valuable resources. These connections can lead to collaborations, knowledge sharing, and potential partnerships. #SHRM or #HRCI societies are great platforms for HR professionals to connect. We can find many such networks and groups on #linkedin as well.

Your network is your net worth! Networking strategically organically expands your existing capabilities. Don’t forget that networking is NOT a one way street. It is essential that you add value to your network as well. In most strategic HR roles, it is not going to always rely on what you know but where to go to get it in dynamic situations.

I agree with the gains of networking strategically. As a member of a networking group, I've seen firsthand how building relationships, exchanging ideas, gaining exposure, and giving and receiving referrals has helped me grow my career and expand my opportunities in support of my goals.

Networking online has been one of my most important strategies to grow my audience over the years. I build large groups on LinkedIn and Facebook where I share knowledge and encourage the group members to reach out and help each other. This had a huge impact on my business during Covid where I held a lot of educational challenges in the different online groups; thus I kept a very good income during Covid where many independent HR-consultants had to shut down.

Relationships matter. I prefer the word "intentionally'. Be very intentional about who you invite into your circle of influence. It's not necessarily always about what others can do for you, but rather more about how you make others feel. Your network will remember the experience of knowing you more than the actual words you use. By joining events and reaching out to others, you will increase visibility and you will learn something. Be intentional, be authentic, and be of service.

Seeking feedback should be part of your work DNA... not a "once-a-year" moment. Annual reviews are a good resource for companies with a large workforce. When you're seeking out honest feedback for just yourself, the best way is to solicit it constantly. Follow up after an issue with the key stakeholder - what went well, what could have been better to help them through the situation? When they know that you actually want feedback, they will be more inclined to give you clear direction. Be brave! And ask!

By proactively seeking input from different stakeholders, you gain the ability to quantitatively assess your performance, pinpoint your areas of expertise, and uncover avenues for enhancement. Furthermore, this feedback-driven approach empowers you to effectively showcase your accomplishments, fostering a well-rounded and compelling reputation in the field of HR. I personally remember my early junior days. After getting a very hard feedback I started to question myself, asking myself for more and basically shaping the growth mindset I nurture everyday!

According to the 2023 McLean & Company HR Trends Report, there is a noteworthy divergence between internal perceptions of HR effectiveness and how managers perceive it. Personal feedback in an HR role is critical as it influences the overall perception of the department to the organization. Additionally, if you are in HR, you are a leader as an “agent of the company”. As such, it is another reason to seek feedback from the groups that you support to sharpen your craft. And as in any leadership role, you will never be perfect, just continuously better with feedback.

Testimonials from customers have been of outmost value for my path of being considered as an proven HR expert in Denmark. In the beginning of my path I was fortunate to have a close cooperation with professor Dave Ulrich. I invited Dave Ulrich to Denmark several times organizing seminars for 100+ HR Professionals each time. I also translated some of Dave Ulrich's books into Danish. Dave Ulrich has been extremely generous to write preface to my latest book and commenting my posts on LinkedIn. This highly valuable partnership with Professor Dave Ulrich has definitely have had an important impact on my path to being seen as an HR Expert. I share this insight - not to brag - but to encourage others to team up with capacities in your field.

Feedback is essential if you really want to grow in your business and as a person. Make sure this is accessible to everyone and be open to change.

As an HR expert, seeking feedback is a crucial step to building your reputation. By asking for reviews, testimonials, endorsements, or recommendations from your stakeholders, you can measure your performance, identify strengths and areas for improvement, and showcase your achievements. Don't shy away from seeking feedback, it's a powerful tool to help you grow and succeed.

As an HR expert you should aim to be of sound character. A Trustable High Integrity individual who seeks out opportunities to grow and develop their experiences. Aim to look at HR from the Business side and show measurable data (ROI). Show how HR impacts the business from a financial position. Continuous learning is essential. Stay update to date with current trends, laws etc. Be consistent in updating your skills & knowledge through courses, certifications, workshops related to HR and Business practices & trends. Work hard on developing your soft skills. Aim to gain diverse HR experience by working in different roles and industries to expand your expertise even if it's volunteering or working alongside a senior professional.

I believe by following these steps and actively seeking feedback to continuous improvement in a rapidly changing HR landscape: 🌈 Communication Skills: evaluate how effectively you communicate with stakeholders, including your ability to listen, provide clear information and address concerns. 🌈 Problem Solving Skills: assess your ability to analyze HR issues, develop creative solutions and implement effective strategies to address challenges. 🌈 Relationship Management: Consider how well you build and maintain your relationships with your stakeholders including your ability to collaborate, build trust and resolve conflicts. 🌈 Knowledge & Expertise: determine the depth of your HR knowledge and expertise per Industry trends.

Getting feedback from all of our stakeholders is important in helping all of us to grow and improve in all areas of our careers. That is how we will continue to improve as leaders in our organizations and will help us to maintain and build relationships.

This is crucial! Once you can identify problems and propose solutions, you automatically solve value. Throw in ‘article writings’ and it will establish you as a voice in your field.

The biggest way most adults learn is through experience. Conduct an expertise gaps analysis by identifying how you want to be known; ‘expert’ is a broad term that is worth defining-by you. What experiences could you benefit from taking on? For example, if you want to be known as an expert in case management, what opportunities could you look (or ask!) for that would help bolster your capabilities? Exposure to new experiences will build your value, allow you to prove your worth to key stakeholders in real time, and gives you content to use when positioning your expertise through thought leadership. This level of strategic thinking is what will ensure you grow how you want, vs becoming a ‘go to’ person for anything and everything.

Agreed! Good HR professionals will have an array of success stories that their career and reputation are built on! Your ability to provide guidance and support that is timely, valid, and effective within your organization is key. Additionally, my approach is to not be a roadblock but rather solve problems and provide solutions. Management can’t always get what they want necessarily from an HR perspective, however HR can always provide alternatives to their ask rather than just saying no.

My experience in networking with other business owners; to build your reputation is to provide insight into the solutions you implemented to help leaders and managers overcome challenges in their businesses. This is an essential part for building trust, visibility, and credibility.

If you do not have a proven track record of solving problems you will not last as an HR expert for long. The articles I share on my HR Blog and at LinkedIn are based on actual cases from my work as a strategic sparringpartner to HR Leaders or from facilitating workshops with HR teams. Sometimes the cases are communicated anonymous and sometimes they are supported by the HR Leader with name and company. When I write and publish books I always have lots of real cases to prove my ideas and results.

What kind of a problem solver do you want to become known for? In my experience, an HR Expert who demonstrates a grounded, centered, and pragmatic approach to solving complex business problems, is a remembered leader. To be a successful HR Business Partner, you must become known for solving problems and achieving results in a meaningful, smart, and balanced fashion.

Solving problems is one thing and identifying the right problems to solve is a different ball game all together. In this ear of AI and machine learning, problem solving comes easy. Identifying the problem, articulating it well enough, deploying the right resources to solve them are more crucial skills. So get better at identifying and defining HR problems which are really crucial to business success and solving them is extra perks.

HR needs to be less about compliance, law, etc and more of a true business partner. Identify and solve problems that are tied to top and bottom lines.

Before you can solve problems, find your niche: what are you uniquely capable of? HR is a wide range of topics, and it’s unlikely you’ll excel in all of them. What excites you? Where does your experience make a difference? Remember that a unique perspective builds your audience and your reputation. When you first start, it’s ok to cast a wide net. Over time, focus on a particular niche where you can deliver the most value.

These are all great ways to build your expertise in the world of HR. But I like to think of it this way. Learning, sharing, networking, seeking feedback and solving problems are things that all HR professionals should be doing to grow and learn and change in their careers. But I'll share something that may be controversial. Anyone can call themselves an "expert." Don't do it. That's a label that others put on you. It's not a label you put on yourself. But by following the advice here, and with time and effort, you will have others calling you an expert!

As a member of HR, I have the responsibility of demonstrating 'know-how' through understanding trends and applying innovative people-centric concepts today. This is a big, and often uncomfortable, step enabling support to others as they navigate the future of work.

1. It's important to hear your people out. Right from interview to career building to exit. Make genuine connection when possible. 2. Guide people from the 2cents you know, identify the gap and help them with right point of contact or material. 3. HR needs to have at least ( more insight the better) a holistic knowledge about the technology/product that are part of the organisation, this helps communication with employees better. 4. Need to understand the process in depth from various department and constantly work on upgrading the same to current trend and need. 5. HR needs to come back to being the HR, today sadly some HRs are just transactional.

For me, as HR, we must be flexible, open to criticism, we must often share the knowledge we have, so that our knowledge can develop, and we can provide views related to our knowledge by posting as webinar speakers, etc.

What is the best decision to move the business forward? That is the question you should ask in every situation. A business is only a great place to work if it is successful. Is a process or key contributor moving the business forward? If yes, then highlight that process or person as an example for others to follow. If you take care of your key contributors, your business will flourish.

Even though I strongly believe there is a huge gap between having a high reputation and being an effective HR professional, I would like to share my opinion on one of the best ways of acquiring reputation, which is, “appearing in HR events as speaker and presenter”, as I have seen so many famous HR professionals renting this sort of event for their advantages.

Pick your niche - have a unique style of managing people and leadership - be it, strong and commanding or friendly and assertive - have a style of working you would be associated with for long. Along with that, it is important to keep learning (to not get outdated) and sharing to the community. This will go a long way in staying relevant in HR. Bonus : Proper Networking and Connections.

Focus on building strong relationships with your clients. Deliver exceptional service, exceed expectations, and actively seek feedback to continuously improve. By consistently demonstrating your expertise, offering valuable insights, and building strong relationships, you can establish yourself as a respected and sought-after HR expert.

One of the first thing I do as a HR professional when working with a new company / client is to understand the business strategy. I then create a HR strategy that is aligned to this, with key HR focus areas for the next 1-2 years. Next, it’s about communicating my vision for the department and building my personal brand internally. I do this through various platforms, ie. company stand ups / all hands, company communications, HR documents, etc.