1. It is 9:01 PM central time on a Friday as I sit down to write this.First off, apologies for the extraordinarily late post today 1, but here we are.

…So anyone that knows me (or reads me) knows that I am constantly pursuing new knowledge. As such, in addition to reading white papers/research briefs/HR blogs/Webinars/conferences etc., I also peruse HR job descriptions at least twice a month for the express purpose of seeing what is required in HR jobs at other companies that I don’t know how to 2. Leave me alone. -_-do. 2 Theoretically, such information should give me insights into what competencies I should be developing etc. to be the best possible HR person I can be… Which brings me to an interesting HR Business Partner role at Google posted here. I will leave it to you to read the details of the full position, but this piece of it really stood out to me (under preferred qualifications):

Experience working as a management consultant, working with external clients.

…So when I think HR Business Partner, “Management Consultant” isn’t generally the first thing that comes to mind… but conversely if you really consider what a Management Consultant does this starts to make a lot of sense. From Wikipedia:

Management consulting, the practice of helping organizations to improve their performance, operates primarily through the analysis of existing organizational problems and the development of plans for improvement. Organizations may draw upon the services of management consultants for a number of reasons, including gaining external (and presumably objective) advice and access to the consultants’ specialized expertise.


…As a result of their exposure to and relationships with numerous organizations, consulting firms are also said to be aware of industry “best practices” ~

^The skills and competencies I am pulling out of this job description are:

– Analytic ability
– Action oriented problem solving skills
– Objectivity
– Deep subject matter expertise around (in this case HR) best practices and their applicability

This lets me know that an HRBP at Google needs to be able to take a scientific/analytical approach to identifying casual factors behind the challenges facing his or her client group; must have the subject matter expertise to contextualize those challenges; and then finally needs to be able synthesize their findings into recommendations and actions that resolve said challenges.

…I like the KSAs behind the spec, but I would also say there are (many) other ways to develop them outside of becoming a Management Consultant… as is true of most jobs.

Sooooo… question(s) for the weekend: What KSAs would make you better at your role? Why? How can you develop them?

Think on these questions, and as always please share your thoughts in the comments section below.