How to succeed as a global development human resources officer

In the wake of the “great resignation,” the relevance of effective human resources practices across sectors has never been more critical to consider. But certain issues have been building for a while now. According to studies done in recent years, almost 30% of job seekers have left a job within the first three months of working, and a concerning 36% of female and 27% of male humanitarian workers experience high levels of emotional exhaustion. As organizations grapple with these challenges, implementing robust HR strategies becomes imperative to not only retain top talent but also foster a thriving and resilient workforce. Amid the dynamic landscape of HR, success hinges on a set of core principles and evolving skills. As Silvia Märkli, a senior human resources business partner at UN Women, told Devex. “Besides gaining strong foundational knowledge and technical expertise, successful HR professionals need to master interpersonal skills and have a clear commitment to ethical behavior and integrity,” she said. At the end of the day, interpersonal skills are the cornerstones of building trust, fostering collaboration, and creating an inclusive and supportive workplace culture. Märkli suggested “looking for opportunities within the HR field to diversify your experience and ultimately develop a well-rounded skill set.” What else should aspiring professionals keep in mind to become successful HR leaders? To find out, we spoke with two experienced HR professionals from the United Nations. Building trust “HR professionals play a crucial role in managing the organization’s most valuable asset, its people,” Märkli said. To excel in this responsibility, she believes they must become “trusted advisors,” and lead with integrity. Research carried out by the Massachusetts Institute of Technology this year suggests that trusting employees are 260% more engaged with their job, have 41% lower rates of absenteeism, and are half as likely to look for another job. Among the essential qualities that contribute to building trust in the role, Märkli lists “good communications skills, strategic relations building, and networking, as well as adaptability and flexibility.” She highlighted emotional intelligence as another valuable asset because it enables HR professionals to “understand and manage their own emotions and empathize with others,” which ultimately helps foster psychological safety and create supportive workplaces, she says. Anne Favreau, UNICEF’s regional chief of human resources, added that sharing nonconfidential information openly, e.g., data analytics, survey results, active listening skills, and compassion to the list. To develop these skills, Favreau suggested identifying and learning from other human resource officers, or HROs, that demonstrate these skills, meeting with employees to understand their needs, and being familiar with one’s organization. Data literacy If used correctly, data can be a powerful tool to help HROs gain a deeper understanding of the dynamics present in their organization. This can include things such as employee satisfaction and turnover rate, or how the organization is connected and who are the main influencers of change. Favreau suggested using data analysis to develop strategies, review policies, and enhance positive work environments. She also advised that knowing how to communicate data is a core part of data literacy and that storytelling can be a powerful tool. Gathering relevant information can also be helpful to assess situations objectively, said Märkli, and in turn develop creative solutions to problems. For those looking to improve their data literacy, she cited a useful certificate program in people analytics. Foster diversity and inclusion Many employees believe that their company needs to do more to increase diversity. An analysis of the leadership in 315 of the largest foundations and nonprofits in the United States found that 42% of organizations have female executive directors, but 87% of all executive directors/presidents are white. "Nurturing a diverse and inclusive work culture requires a shared comprehensive and ongoing effort,” Märkli said, for which she believes that education and awareness are first in order. Organizations play a significant role in achieving this goal. According to Märkli, it is crucial to provide individuals with the necessary tools to reduce bias and promote inclusive behaviors. In the U.N., she said they actively promote training programs that raise awareness about diversity, unconscious bias, and inclusion. Märkli also recognized “the significance of inclusive recruitment and hiring practices to attract a diverse talent pool." One such initiative involves forming diverse selection panels to ensure fair representation and a variety of perspectives. Additionally, she emphasized the importance of using inclusive language and outreach in job advertisements to attract a diverse range of candidates. Shorter weeks that may include more flexible work schedules are another way HR teams are going about increasing diversity in some organizations. This can welcome a broader range of individuals who have been previously excluded from traditional 40-hour workweeks, including those who are primary caregivers, 66% of which are women, according to the Family Caregiver Alliance. As the workforce needs to evolve and diversify, organizations must adapt and meet these changing demands. Märkli emphasized the importance of regularly reviewing existing policies to align with the specific context and cater to the evolving requirements of employees. Not only does this build inclusive environments, but it also helps employees feel supported and valued. Embrace change and uncertainty HR is ever-evolving, emphasized Märkli, and while this can feel overwhelming at the beginning of a professional career, she said that a curious and growth mindset can be helpful. “HR professionals need to embrace change and a certain level of uncertainty,” Märkli said, which often comes with being open to new ideas and challenges, including those related to new technologies and tools, she said. While artificial intelligence presents its own challenges for HR, Favreau encouraged HROs to consider the opportunities that come with it and ask: “What could be used to simplify work and enhance employees’ experience?” To stay current, Märkli cited resources such as Hacking HR, a learning community aimed at disrupting traditional HR practices, as well as following other HR professionals such as Dave Ulrich and David Green, along with psychologists like Adam Grant. She added that podcasts, such as “WorkLife,” “HR Works,” or “Your Brain at Work,” are also helpful to stay informed and gain new perspectives. Finally, don’t settle for the status quo, said Favreau. “Follow the latest trends, not only in HR but also in other areas that can impact HR and the way we work/the way we deliver, explore which of the trends can be brought into the organization to make a difference.” Have you made the list? Our in-house recruitment specialists are currently compiling talent pools for recruiters based on specific sector skillsets that are identified based on what information is in a user’s Devex profile. Learn more about our Curated Candidate Lists and update your profile today.