Core HR Competencies
Great HR doesn't happen by chance. It’s built on a foundation of competencies that drive action, trust, and impact across the employee experience.
When people talk about “doing HR well,” they’re usually referring to a mix of core competencies—the essential, transferable capabilities that underpin every role in the profession. Whether you’re an HR Assistant or a CHRO, these foundational strengths are non-negotiable.
What Are Core HR Competencies?
Unlike technical skills (e.g. knowing a payroll system), competencies are about how you apply what you know to solve problems, build trust, and create value.
The Most Recognized Frameworks
Global HR bodies have built well-researched competency models that form the basis for certification, development, and organizational design.
The most widely used are:
- SHRM Competency Model (USA): 9 key competencies in behavioral and technical domains
- CIPD Profession Map (UK): emphasizes impact, purpose, and behaviors
- AIHR T-Shaped HR Model: depth in one area, breadth across others
Core Competency Areas Explained
Here are the six core areas every HR professional should build and apply, regardless of title:
1. Business Acumen
Understanding how the organization creates value, makes money, and competes. This includes:
- Interpreting financial statements and business strategy
- Linking HR initiatives to business outcomes
- Anticipating organizational risks and opportunities
2. Communication
Not just “being a people person,” but knowing how to:
- Adapt messaging for different audiences (execs vs. employees)
- Communicate change with clarity and empathy
- Write policies that people actually read and understand
Strong communication builds trust, alignment, and accountability.
3. Ethical Practice
HR deals with sensitive information, vulnerable people, and conflicting interests. Great professionals:
- Act with integrity—even under pressure
- Understand labor laws and ethical standards
- Maintain confidentiality and fairness
4. Critical Evaluation
Moving beyond gut feeling and anecdotes, this means:
- Analyzing data to make informed decisions
- Challenging assumptions and bias
- Using evidence to support recommendations
This competency is foundational for HR analytics, DEI, and workforce planning.
5. Relationship Management
HR works through influence, not authority. This requires:
- Building trust with stakeholders across levels
- Navigating conflict and difficult conversations
- Supporting managers while representing employees
It’s the human part of human resources.
6. HR Expertise
Yes, HR is still a technical discipline. Core knowledge includes:
- Employment law and compliance
- Talent acquisition and onboarding
- Performance management systems
- Compensation and benefits design
- Learning and development basics
Competent HR professionals understand the mechanics of these areas and how they interact.
How Competencies Work Together
These competencies don’t operate in silos. For example:
- Communication supports relationship management
- Ethical practice informs critical evaluation
- Business acumen frames how HR expertise is applied
Think of them as an interconnected system that enables you to lead, support, and solve problems effectively.
Why They Matter at Every Level
Whether you’re entering HR or leading a team, core competencies:
- Provide a language for feedback and growth
- Help evaluate fit when hiring or promoting
- Make HR work visible and strategic
They are also the foundation for more advanced, strategic competencies (covered in the next page).