This is the fourth level of the first HR competency…the original entry set the stage for a complete review of the newly released SHRM HR Competency Model, “Elements for HR Success.” I’m pretty sure I’ve already eliminated myself from being spokesmodel for any of the experience levels…are you guys doing all this? Anyhoo, here’s the Senior-level* expectations.  “Hardball™” comments in italic red.

This is where HR people start getting fat paychecks and chickens*t attitudes ~ not all, but most ….


“I’m feeling especially plucky today.”

  • “Human Resources Technical Expertise & Practice,” “The ability to apply the principles and practices of human resource management to contribute to the success of the business. Sub-competencies include: Strategic Business Management, Workforce Planning and Employment, Human Resource Development, Compensation & Benefits, Risk Management, Employee Labor & Relations, HR Technology, Global & International Human Resource Capabilities, Talent Management, and Change Management.

Now you’re in charge – please don’t be a weenie:

  • Provides expertise to support staff development
  • Implements HR operational strategy
  • Partners with executive-level staff throughout the organization to get input on HR decisions; not to judge, but this sounds like a fancy way of saying “takes a vote before making any decision that might have to own.”
  • Ensures the delivery of high-quality HR processes; that just sounds way too “HR-ish”
  • Mentors HR professionals and others within the organization; teach them well, you are either raising rabbits or wolves….we already have our quota on rabbits
  • Analyzes functional programs
  • Develops policies and procedures consistent with organizational values and goals
  • Assesses compliance risks
  • Recommends HR technology
  • Recommends methods for integration of HR services w/organizational initiatives; you know what it is? It’s that “recommends” word – there’s nothing to it. It’s like saying, “considers” or “compares.” How about “OWNS”?
  • Evaluates potential issues or service needs and operationalizes strategic response; wow, that kind of makes us sound like bad-asses

This is where I obviously start grinding the ax. Too often, “Senior” level HR professionals lose the fire in the belly needed to enact real change in the organization. Fat salary, no real metrics for performance, keepers of the secrets, these folks start becoming part of the problem if they start enjoying their job security. Don’t be one of those, you give us all a bad name.

John “Whit” Whitaker is Founder and OH (Original Hardballer); like this post? Try this one, this one, or even this one….go ahead, don’t be a weenie.