How to become a better leader as an HR manager

As an HR manager, you are not only a team supporter, but also a culture architect and strategic partner. Your leadership not only determines the growth of your team, but also has a direct impact on the entire organization. Yet it often feels like juggling flaming torches - you don't want to drop anything and make sure everything is running smoothly.

Perhaps you recognize it: a busy schedule full of strategic meetings, employees who need your advice, and stakeholders who expect your HR policies to contribute to business goals. How do you stay sharp and effective in your role without getting ahead of yourself?

In this blog, learn how to develop yourself as an HR leader, with concrete steps, practical examples and a focus on impact.

1. The four core values of HR leadership

To excel as an HR manager, there are four core values that take your leadership to the next level:

Communication: The foundation of trust

A strong leader communicates clearly, consistently and with empathy. Whether you are sharing a vision, giving feedback or delivering a difficult message - your words have immediate impact.

• Tip: Use the rule of three in your communications. Repeat your message at least three times, in different contexts (meetings, emails, informal conversations) to make sure it sticks.

Empathy: Connecting with your team

Empathy is not just a nice quality; it is essential to building trust and commitment. Understanding what drives your employees helps you motivate and support them.

• Case study: Regularly ask your team, "What do you need from me to be successful?" and use those insights to refine your approach.

Strategic insight: Seeing the big picture

As an HR leader, you are responsible not only for day-to-day HR operations, but also for linking HR goals to the organization's strategy.

• Tip: Use data to inform your strategic insight. Metrics such as absenteeism rates, retention and eNPS(Employee Net Promoter Score) can help reinforce your plans.

Decisiveness: creating confidence through action

Delaying decisions leads to uncertainty and frustration in your team. Strong leaders make timely decisions and communicate them clearly.

• Framework: Use the OODA(Observe, Orient, Decide, Act) loop to make decisions faster, even under pressure.

2. Practical steps to become a better leader

Leadership begins with action. Here are concrete steps you can apply immediately to grow as an HR manager:

a. Invest in yourself

Leadership is a skill that needs continuous development. Take training courses, find a coach or learn from a mentor.

• Tip: Create a personal development plan. Choose a skill (for example, strategic thinking) and focus on it for a month by reading books, listening to podcasts and answering reflection questions.

b. Build confidence in your team

Trust is the foundation of any successful team. Being transparent about your decisions and giving regular recognition makes a huge difference.

• Action: Schedule a weekly feedback moment. Give at least one specific compliment to each team member.

c. Think strategically, act humanely

HR is the bridge between business goals and employees. Use data to support your strategic HR plans, but remain people-centric in execution.

• Tip: Use the HR Value Chain Model to clarify the link between HR processes and business outcomes.

d. Learn to listen better

Real listening means not only hearing what is being said, but also reading between the lines. Ask open-ended questions and give employees room to speak.

• Question: "If you could change one thing in your work, what would it be?"

e. Embrace change

Change is inevitable, but you can turn it into an opportunity. A good leader guides his team through uncertainty with clear direction and support.

• Tip: Use the ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement) to manage change effectively.

3. Common mistakes made by HR leaders (and how to avoid them)

Even the best HR managers make mistakes. Here are common pitfalls and how to avoid them:

Mistake 1: Micromanagement

You are involved in everything, leaving your team with little autonomy and you overworked.

• Solution: Focus on coaching rather than control. Set clear goals and give your team members space to find their own solutions.

Mistake 2: Operational work only

HR leaders often get caught up in day-to-day fires and lose strategic focus.

• Solution: Block time in your calendar each week for strategic planning and reflection.

Mistake 3: Avoiding difficult conversations

Delaying difficult conversations can lead to greater distrust or conflict.

• Solution: Use the BIAS model: describe the behavior, explain the impact, ask for an alternative and conclude with support.

Mistake 4: Lack of visibility

Leadership is not just operational. If you are not visible, your team can feel disconnected from your vision.

• Solution: Make sure you regularly check in with your team and are present at key moments.

4. Case study: leadership in action

Situation: An HR director at an IT company saw rising absenteeism due to stress and workload. Employees felt overworked, and the team was struggling with high workloads.

Action:
The HR director introduced weekly check-in times and created a "focus hour" in which employees were excused from meetings. She also launched a wellness program with workshops on time management and mindfulness.

Result:
Within three months, absenteeism dropped 12%, and eNPS increased from 6 to 18. Employees reported feeling better heard and supported.

5. Tools and frameworks for HR leaders

a. Circle of Influence model

Focus on what you can influence (e.g., team dynamics) and spend less energy on things outside your control (such as economic uncertainty).

b. Situational Leadership model

Adapt your leadership style to the needs of your team members:

• Steering: For beginners who need clear instructions.
• Support: For more experienced employees who especially need motivation.

6. Call-to-action: Start growing today

As an HR leader, you have the power to transform your organization. It starts with action. Ask yourself these questions:

• What leadership quality do I want to improve?
• How can I make a difference to my team today?

Want to learn more about strategic HR leadership? Contact our experts or download our whitepaper for practical insights and tools. Together we will build your success!

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