What makes a good HR Consultant?

What makes a good HR Consultant? In this blog we look at the attributes required to be a good HR Consultant and how you can develop to become more effective

Technical knowledge

Of course one of the main things you need to be a good HR Consultant is a track record of delivery. In a typical HR Consultancy role, there’s a need to have a solid understanding of Employee Relations. Whether we like it or not, disciplinaries and grievances will never be too far away. Having a pragmatic approach to dealing with those issues is key. Don’t try and force too much bureaucracy on small business land but equally don’t be afraid to challenge when poor practice is identified. A lot of small business owners have never dealt with HR and therefore don’t always know what they don’t know.

A secondary specialism is also key. Training or Coaching is something that isn’t always available to small businesses. Being able to deliver that to improve performance and avoid conflict arising is a popular skill to have. Similarly sourcing candidates is a key skill.

Adaptability

Most HR Consultants will have learned their trade in large organisations. What is key to note here is that what works in corporate life doesn’t necessarily work for small businesses. Do you really need that convoluted appraisal system for an organisation of 20 people? Being able to see what works well and adapting it for the environment makes you a good HR Consultant.

Flexibility

In smaller HR Consultancies especially, flexibility is key. You may be leading a major investigation one day, advising on improving culture the next and then doing a contract the next. There is a lot of admin in HR Consultancy life and you’ve got to roll your sleeves up and get on with it.

What makes a good HR Consultant?

Honesty

Having good ethics is important as it being honest. Did something go wrong? Well it does from time to time, the best approach is to own up to it and correct it. Don’t bury it. Equally if you can’t deliver in the timescale you thought you could, let the client know and renegotiate if necessary.

Listening and diagnosis skills

Half the battle is understanding client needs. Only once you’ve understood can you deliver a good solution. Its easy to give a template or generic advice, its much harder to work out what the client actually needs and delivering something that is suitable for them. That’s the difference between an ok and a good HR Consultant.