Hiring a head of HR is a big deal, but if you’ve had a bad one in the role for too long, the stakes feel even higher. You’re probably feeling a little burnt, and that’s completely understandable. But now’s the time to find someone who can really lead, not just manage.
In today’s inclusive, empathetic society, there’s more to hiring than just qualifications and experience. You need someone who can drive company culture, prioritize diversity, and truly connect with your employees.
Here’s what to look for when you’re ready to make a change—and how to get it right this time.
Recognizing the Red Flags You Ignored Last Time
We’ve all been there—maybe the former HR head had a great resume, or they aced the interview, but once they were in the role, things started to unravel. Whether it was a lack of people skills, not embracing the company culture, or simply being out of touch with modern workplace needs, you’re probably kicking yourself for not pulling the plug sooner.
The first step in hiring right this time around is owning those past mistakes. Ask yourself: What went wrong? Did they struggle with conflict resolution? Were they not pushing for diversity and inclusion? Were they resistant to feedback? Figuring out where they fell short will help you avoid someone who might look good on paper but is a repeat of your previous mistake.
Look beyond technical qualifications and pay attention to the softer skills. Emotional intelligence, empathy, and communication should be at the forefront of your search. You need someone who doesn’t just see employees as numbers but as people with needs, aspirations, and lives outside of work.
Ask Questions That Dig Deeper
When you’re filling such an important role, the interview process needs to be next-level. It’s not enough to rely on surface-level questions that just cover the basics. Be ready with head of HR interview questions that go above the typical and expected. You’re trying to find a leader who can reshape your company’s culture, so dig deep to see how they align with your values.
Ask how they’ve handled difficult situations in the past, how they’ve implemented diversity and inclusion initiatives, or how they stay up-to-date with evolving employee needs. You want to find someone who’s adaptable and willing to learn, not someone stuck in their ways. Look for someone who’s willing to challenge the status quo—an HR head who is constantly learning, growing, and embracing change.
By focusing on how they’ve grown in their career rather than just what they’ve achieved, you can get a better sense of whether they’re the right fit for the new direction you want to take.
Prioritize Culture and People Management Skills
Let’s be honest—HR can make or break your company culture. If your employees feel like HR is just there to enforce rules or punish mistakes, you’re going to lose trust, and morale will tank. So, when hiring a new head of HR, you need to make sure they have a solid understanding of culture and people management.
A great HR leader isn’t just someone who handles benefits and legalities—they need to actively contribute to a positive and inclusive work environment. You want a leader who can be both empathetic and strategic, balancing the needs of employees with the goals of the business. Look for someone who’s passionate about employee wellness, growth opportunities, and keeping the workplace safe and inclusive for everyone.
At the end of the day, HR isn’t just about paperwork. It’s about the people. When your HR leader puts people first, the rest falls into place.
Finding Someone Who Understands Inclusion and Empathy
Today, inclusion and empathy aren’t just nice-to-haves—they’re non-negotiable. A head of HR must understand how to foster an inclusive environment where every employee feels seen, heard, and valued. If they don’t have a strong commitment to diversity, equity, and inclusion (DEI), they’re not the right person for the job. Full stop.
The right candidate will have more than just a surface-level understanding of DEI. They’ll be actively engaged in creating policies that foster a diverse and welcoming workplace. They should be able to provide specific examples of how they’ve worked to make sure every employee has an equal shot at success, and how they’ve helped employees feel more connected to their peers.
Empathy is another key trait. Employees today want to work for companies that understand their personal challenges and respect their mental health. Find a candidate who not only understands this but who has actively championed these issues in previous roles. They need to see your employees as human beings, not just resources to be managed.
Make Sure They’re Ready to Build for the Future
Your next HR leader should have a vision for the future of your company’s workforce and be able to lead with that vision in mind. Whether it’s implementing new technology to streamline processes, improving employee benefits to stay competitive, or creating strategies for retaining top talent, your head of HR should be future-focused.
Ask them how they see the role of HR evolving in the next five or ten years. What are their thoughts on remote work, mental health support, or skills training? Their answers will tell you whether they’re thinking ahead or just focused on maintaining the status quo. You want someone who can help your company grow and adapt, not just someone who’s looking to keep things running the same way they always have.
Learning from the Past, Building a Better Future
Hiring a head of HR is one of the most important decisions you’ll make. Especially if you’ve let the wrong person stay in the role for too long, the pressure to get it right is real. But don’t let that stress stop you from finding the right leader. Take the time to assess what went wrong before, be thoughtful in your interviews, and prioritize a candidate who understands people, culture, and the future of work.
When you find the right person, the impact on your company will be huge. A great HR leader doesn’t just fix what’s broken—they help your business thrive.
