Foundational Competencies
The Human Resource (HR) Foundational competencies underpin and span across the HR Functional Competencies. They serve as core enablers supporting HR functional activities.
Analyse data to uncover insights, utilising insights to inform decision-making, shape strategies and address business challenges in a methodical and data-driven manner.
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Gather information to understand the business problem.
Consolidate reliable and valid data from relevant sources, in adherence to the
organisation’s data governance, privacy policies, and legislation.
Deploy data models and AI-powered software to process and analyse data, identifying meaningful patterns and correlations.
Employ data visualisation techniques and AI tools to present information and insights, enhancing or automating the visualisation process.
Utilise data insights to monitor workforce performance and
identify areas for improvement.
Prepare reports to identify and share key trends and patterns in HR data, providing insights on workforce implications (e.g., employee engagement, attrition, retention).
Generate reports with key metrics relevant to the departments or organisation,
to deliver timely insights and perspectives on the workforce performance to various stakeholders.
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Define the business problem to address or investigate.
Collate and integrate data from various sources
to
identify causal relationships, analyse trends, develop forecasts, and draw insights for evidence-based decision-making.
Derive relevant data insights, assess implications, and
recommend enhancements to People practices and initiatives to address the business problem.
Develop
evidence-based ,
insightful, and persuasive communications,
using data visualisation and storytelling tools and techniques.
Oversee data collection and management approaches to ensure adherence to
data governance, privacy policies, and legislation requirements.
Leverage technology and advanced tools (e.g., AI, people analytics) to analyse workforce data, uncover trends and gaps, and
develop hypotheses on potential business problems.
Assess the need for new processes, systems and tools (e.g., data software, AI)
to process, analyse, and visualise data and deliver insights.
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Collaborate with business leaders and stakeholders to prioritise business problems
to be investigated using people-related data and define key criteria to guide decision making processes.
Review recommendations and develop
evidence-based ,
forward-looking talent strategies
based on actionable workforce and talent insights.
Provide strategic advice to senior leaders based on data insights,
linking People strategies to overall business strategy and emerging trends for the sector.
Communicate business implications and actionable insights
to business leaders using effective data visualisation and
storytelling strategies
to drive action.
Uphold personal data privacy and governance principles, defining a code of ethics for people-related data analytics to ensure data is secured and utilised fairly
to make evidence-based talent decisions.
Evaluate data handling practices and processes (e.g., by employees, AI) to
enforce compliance with data protection policy, ethical guidelines, and relevant legislations,
safeguarding employee data privacy and security.
Optimise data analytics
processes through the deployment of automation tools (e.g., dashboard, AI).
Manage relationships and communicate with impact and empathy to build trust, navigate complex business scenarios and carry out the strategic role of HR effectively.
Hover on the blue text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Deploy different communication methods and channels to
deliver impactful messages
and initiate feedback and two-way dialogues.
Articulate key messages with clarity, conciseness, and coherence while preparing communication materials.
Build rapport with internal and external stakeholders
through ongoing engagement to maintain relationships.
Demonstrate self-awareness and emotional regulation during difficult conversations or dilemmas.
Utilise empathetic listening and seek to understand the situations, perspectives and emotions
of different personas or stakeholder groups.
Escalate situations of resistance, objections and conflicts
to appropriate stakeholders.
Utilise technology tools to automate and enhance efficiency in communication processes, (e.g., crafting and sending personalised messages).
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Plan and lead communication activities
using appropriate channels or tools for different persona groups.
Develop clear and impactful communication materials for People initiatives,
tailored to different persona groups.
Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes.
Anticipate different reactions (e.g., interest, resistance, or objections), and adapt messages to different styles and preferences when communicating with different personas or types of stakeholder groups.
Guide business leaders or line managers
in successfully managing miscommunications, conflicts, and/or negotiations.
Establish credibility
by
demonstrating business and technical knowledge
and build networks through strong interpersonal skills.
Build trust by partnering with key stakeholders
to solve
people-related and business problems successfully.
Deploy crisis communication materials, tailoring the message to specific stakeholder needs and concerns.
Identify and pilot tools that enable consistent and accurate messaging
(e.g., AI) to drive engagement, aligned with the organisation’s communication strategy.
Promote psychological safety by establishing clear communication guidelines,
feedback channels, and recognising the employee voice.
Hover on the orange text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Establish communication strategies and guidelines for HR to interact with business leaders, line managers, employees, and external stakeholders.
Communicate People and business strategies using clear, impactful language
that conveys a
future-oriented vision.
Communicate understanding of the business requirements and challenges
, aligning People strategies with long-term business objectives.
Manage escalation cases involving resistance, objections, and conflicts with
firm, respectful and empathetic communication.
Foster positive relationships with external stakeholders (e.g., tripartite and government associations) as advocates for the organisation.
Build trust and understand the needs of business leaders
to
enable HR to create value and influence the decision-making processes.
Collaborate with the relevant stakeholders to manage crisis communication, ensuring the effective dissemination of critical information.
Advocate for
technology that streamlines communication processes
(e.g., AI, automated email workflows) and ensures clear and coherent messaging for all stakeholders.
Foster a
culture of trust
and collaboration across the organisation, enabling HR
to facilitate positive relationships and conflict resolution.
Influence and advice business leaders and line managers
to provide a
psychologically safe workplace for enhancing innovation and productivity,
providing resources and support to foster trust and growth.
Deliver effective HR services in a value-generating manner through a stakeholder-centric and technology-enabled service delivery operating model to enhance the end-user experience.
Hover on the blue text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Execute HR responsibilities and services in accordance with defined service level agreements and operating processes.
Assist in collating critical HR requirements to support the implementation of processes and procurement of HR technology platforms and solutions.
Assist with implementing new HR technology platforms (e.g., AI, Talent Marketplace, HRIS, HRMS) across various HR functions.
Support the configuration and upgrade of HR technology platforms and processes
to deliver a seamless user and employee experience.
Prepare training and communication materials to support change management efforts.
Conduct research to assess the impact of technology and digital tools on the HR value chain and stakeholder experience.
Identify and review emerging local and global HR and technology trends
to enhance the organisation’s HR transformation and digital strategy.
Identify opportunities to automate transactional tasks and improve People processes using digital and technological tools (e.g., AI, Robotic Process Automation).
Monitor timelines and project progress, highlighting potential risks associated with projects.
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Oversee and monitor People processes and technologies to ensure seamless HR services to meet the
needs of different stakeholder groups.
Assess current HR services and delivery channels to
identify opportunities for continuous improvement
in
service quality, value creation, and cost reduction.
Collaborate with internal and/or external technology stakeholders to program, configure, and implement HR technology platforms and solutions that meet organisational and stakeholder needs.
Evaluate technology and process improvement tools to
automate transactional tasks
and improve efficiency in the HR function.
Compare, assess, and implement HR transformation projects to
enhance HR service delivery effectiveness
,
cost efficiency, and value generation.
Adopt a service-oriented mindset, focusing on delivering a seamless user and employee experience
while navigating HR transformation and technology programmes.
Define a communication and change management strategy
for navigating HR transformation and technology programmes.
Conduct training and coaching sessions for line managers
and employees that encourage the adoption of new technology and digital tools.
Keep abreast of the latest governance frameworks and processes
on HR technology and tools to ensure responsible and ethical use across the organisation.
Partner with internal technology stakeholders to govern and monitor HR technology platforms and tools, ensuring compliance with organisational policies and addressing
any breaches, security issues or cases of non-responsible usage.
Manage project budgets, resources, and timelines, developing risk mitigation strategies to ensure seamless project operation and impactful outcomes.
Hover on the orange text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Establish the service management framework, including service quality standards, agreements, and service excellence metrics.
Define the organisation’s HR transformation and digital strategy aligned
with current and future business objectives
and
desired employee experience.
Drive HR transformation initiatives
to enhance services and operations, incorporating changes in HR strategy, structure, people, process, and systems for
improved employee experience.
Champion the HR transformation and digital strategy
,
articulating the value and role of HR in enabling change
across the organisation.
Engage with internal and external stakeholders to
evaluate emerging market practices and technology innovations
, including how technology may impact job role requirements and HR operating model design.
Establish frameworks and processes for the business to manage security risks (e.g., data privacy considerations) and promote the responsible and ethical usage of technology tools.
Emphasise the ethical and responsible usage of HR technology and tools,
highlighting implications such as data breaches, compliance with data protection regulations and vendor security.
Review and oversee the budgets, resources, timelines, governance structure and potential risks of HR projects to ensure timely completion and impactful outcomes.
Comply with employment laws, regulations and tripartite guidelines and advisories that impact the business and employees of the organisation.
Hover on the blue text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Research and apply prevailing employment laws, regulations and tripartite guidelines and advisories.
Prepare and draft employment contracts, considering
relevant statutory terms and benefits.
Handle and respond to employee enquiries related to
employment laws, regulations and tripartite guidelines and advisories.
Collect information or data to assist line managers and HR in advising employees on benefits, claims eligibility and administration, payroll deductions, separation guidelines and grievance handling.
Support the updating and distribution of communication tools and templates, such as employee handbooks and policy-related communication templates.
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Review and update HR policies and processes periodically to ensure compliance with employment laws, regulations, and tripartite guidelines and advisories.
Communicate with and advise line managers on the changing employment laws, regulations and tripartite guidelines and advisories.
Advice and guide managers and employees
on areas such as grievance handling, benefits and claims eligibility and administration, payroll deductions, retirement, reemployment and termination guidelines.
Design communications tools and templates (e.g., employee handbooks), that clearly articulate the organisation’s policies and processes,
adhering to prevailing employment laws and regulations.
Conduct regular HR compliance audits and review People processes to ensure controls are in place to prevent regulatory breaches.
Hover on the orange text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Design HR policies and frameworks in adherence to
employment laws, regulations and tripartite guidelines and advisories
, to ensure compliance.
Review international employment law, regulations and advisories
to identify areas for
HR policy adjustments to support the organisation’s internationalisation agenda.
Advise business leaders on employment laws, regulations and tripartite guidelines to enhance their understanding of compliance requirements.
Establish a cadence for and process to conduct regular HR compliance audits and review People processes
to
ensure controls are in place to prevent regulatory breaches.
Evaluate the changing employment laws, regulations and tripartite guidelines and advisories to identify potential organisation-wide implications.
Analyse the spirit and intent of employment laws, regulations, tripartite guidelines and advisories to interpret ways to reflect them in HR policies, balancing business needs and employee rights.
Build relationships with external stakeholders, including government bodies and associations
to
anticipate and influence any changes in employment laws, regulations, tripartite guidelines and advisories.
Design and implement initiatives (e.g. fostering culture, identifying emerging talent needs, designing policies) that enable the organisation to promote financial, environmental and social sustainability.
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Collate information on the latest developments in sustainability
(including guidelines and organisation’s commitments towards sustainability) to support in designing HR initiatives which drive a culture of sustainability.
Assist in implementing People practices (e.g., performance management, talent acquisition) that contribute to the organisation’s commitment towards sustainability and social responsibility.
Support learning and communication initiatives that educate employees on the importance of sustainability and their role in contributing to the organisation’s sustainability goals.
Identify programmes and partnerships with both internal and external stakeholders (e.g., local communities, customers) to shape the organisation’s corporate social responsibility initiatives.
Collate and analyse data on sustainability metrics (e.g., carbon footprint, waste reduction, and resource usage) and identify opportunities to encourage more sustainable practices within the workforce.
Prepare communication materials to internal and external stakeholders
on status of sustainability initiatives and compliance, highlighting workforce contributions and areas for improvement.
Hover on the blue text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Analyse the latest developments and guidelines
around sustainability to design people practices (e.g., impacting carbon footprint, driving sustainability culture) which foster a culture of sustainability.
Collaborate with business leaders and line managers
to communicate the importance of sustainability and encourage a culture that prioritises sustainability within the workforce.
Engage with business leaders and line managers
to identify
skills and expertise required to address emerging sustainability challenges
, ensuring proactive planning for necessary skills and resources.
Develop partnerships with internal and external stakeholders
to shape sustainability strategies and programmes (e.g., community outreach, employee resource group).
Align the company’s sustainability practice with its employer brand,
to enhance the organisation’s reputation as a responsible global citizen.
Review sustainability metrics and existing people practices and
develop effective ways to advance sustainability practices
(e.g., linking sustainability objectives to targets and incentives).
Hover on the orange text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
Collaborate with the senior management team to
establish the organisation’s sustainability goals and strategies to ensure that the organisation is contributing to the community and key stakeholders.
Spearhead the
development of agile people practices and strategies
that align with the organisation’s sustainability goals and the evolving sustainability landscape.
Partner with business leaders to drive an organisational culture that
advocates for sustainability, raising employee awareness, engagement, and accountability across all levels.
Collaborate with the senior management team to
define sustainability metrics meaningful to the business and internal and external stakeholders
(e.g., carbon footprint, waste reduction, internal social sustainability, employee health and wealth development, diversity, equity, and inclusion (DEI), etc.)
Partner with business leaders
to identify current and future capabilities needed to drive the organisation’s sustainability agenda and
design talent strategies to acquire or develop those capabilities.
Provide regular updates on sustainability KPIs and goals to the Board
, sharing the progress towards strategic sustainability goals and identifying areas that may require additional efforts or resources.
Read our Caselets to learn about these Competencies in action
Discover, learn and explore how the IHRP Body of Competencies have been used to empower individuals and organisations in driving effective and meaningful transformations.
The IHRP Body of Competencies (BoC) outlines the competency standards required for HR professionals to be future-focused, ready to deliver impactful employee experiences and create sustainable value for the organisation.
Comprehensive overview of the 21 job roles outlined in the Skills Framework for Human Resource, with corresponding competencies from the Body of Competencies (BoC) framework tailored to each role.
Discover, learn and explore how the IHRP Body of Competencies have been used to empower individuals and organisations in driving effective and meaningful transformations.