Leadership & Navigation

---

The knowledge, skills, abilities, and other characteristics needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key business partner.

---

Ethical Practice

---

The knowledge, skills, abilities, and other characteristics needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.

---

Relationship Management

---

The knowledge, skills, abilities, and other characteristics needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an effective member of a team, and to manage conflict while supporting the organization.

---

Communication

---

The knowledge, skills, abilities, and other characteristics needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.

---

Global & Cultural Effectiveness

---

The knowledge, skills, abilities, and other characteristics needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.

---

Business Acumen

---

The knowledge, skills, abilities, and other characteristics needed to understand the organization's operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization.

---

Consultation

---

The knowledge, skills, abilities, and other characteristics needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.

---

Critical Evaluation

---

The knowledge, skills, abilities, and other characteristics needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.

---

HR Expertise

---

To perform their job functions effectively, HR professionals need to know how to create and set the strategic direction of the HR function; acquire or develop the talent necessary for pursuing organizational goals; maintain a satisfied and engaged workforce while minimizing unwanted employee turnover; and develop a total rewards program that maximizes the effectiveness of the organization's compensation and benefits. To carry out their job responsibilities effectively, HR professionals need to know how to create an effective HR function fully aligned to organizational strategy; enhance the effectiveness of the organization at large; ensure that the organization's talent pool has the skills and capabilities to achieve organizational goals; promote positive relationships with employees; and leverage technology to improve HR functioning. To be successful at their jobs, HR professionals need to know how to foster a diverse and inclusive workplace; manage organizational risks and threats to the safety and security of employees; contribute to the well-being and betterment of the community; and comply with applicable laws and regulations.

---