11

HR Digital Jobs
You Can Land With The Right Skills

What will your

next career move be?
CHIEF EMPLOYEE EXPERIENCE
OFFICER
They’re not just employees — they’re internal customers.

Employee experience (or EX) is already a crucial driver of

business. So it makes sense that someone in the upper
echelons of the organization owns it. The Chief Employee
Experience Officer sets the Employee Experience works with a
team of specialists and a broad swathe of departments to
ensure that every aspect of the organization, from facilities to
internal services, maximizes employee engagement.

The Chief Employee Experience Officer is obsessed with

creating the best possible working environment for their
colleagues.

Skills needed
● Business acumen
● Stakeholder management
● Design thinking
● Holistic strategy
● Metrics and reporting
EMPLOYEE EXPERIENCE
DESIGNER
Because you need vision to craft a great experience.

If the CEEO is responsible for the EX strategy, the Employee

Experience Designer is responsible for it coming to life. Using a
combination of HR expertise, design thinking, data, service
design, and empathy, they implement improvements across the
business. One day they might be meeting with facilities about
co-working spaces, and discussing rewards and benefits the
next.

The Employee Experience Designer is always on the lookout for

ways to make working life better (making employees happier
and more successful at their job).

Skills needed
● Design thinking
● Employee journey mapping
● Data literacy
● Communication
● Solution design
DIGITAL HR
TRANSFORMATION LEADER
No company is immune to digital disruption.

The Digital HR Transformation Leader realizes that digital

transformation is an ongoing process — and an ongoing
opportunity to improve the HR organization. With their thought
leadership, business savvy, and advanced digital skills, these
forward-thinking HR specialists are constantly looking for new
ways for their organization to thrive. They create support for
new initiatives and drive impactful digital projects that help
their business thrive in the market.

A Digital HR Transformation Leader’s work is never done.

Skills needed
● Digital HR strategy
● Stakeholder management
● Thought leadership
● People analytics
● Data visualization
HR SOLUTION
DESIGNER
Because out-of-the-box usually isn’t enough.

In a world of endless system configurations and sky-high end-

user expectations, how can you be sure that your HR tools will
be a success? Enlisting the help of an HR Solution Designer is a
smart first step. These specialists can clearly map both user and
business needs and use their digital skills to translate this to an
effective, user-friendly design. And because of their HR
knowledge, they are able to take into account matters that a
regular IT specialist would miss entirely.

A skilled HR Solution Designer can make all the difference

when implementing a new HR system.

Skills needed
● Design thinking
● Software implementation
● (Internal) customer journey mapping
● Creating personas
● Prototype design
HR PROCESS
AUTOMATION SPECIALIST
Spend less time on admin and more on making a difference.

Easier said than done — unless your organization has an HR

Process Automation Specialist. They have in-depth knowledge
of both HR and IT, and use it to make the entire HR
organization’s life easier. Through automation, they can
streamline low-value, repetitive processes, or even take them
off your plate entirely. This leaves other HR specialists with
more time, while also minimizing the risk of human error, both
in data entry and important processes such as onboarding.

The HR Process Automation Specialist demonstrates that soft

skills aren’t the only skills that matter in HR.

Skills needed
● HRIS
● Analytics
● Problem-solving
● Programming (such as SQL and script-writing)
● Technical documentation
HR DATA
ANALYST
Need an HR report or dashboard?

The HR Data Analyst uses their data science expertise and

programs like Excel, Tableau, and PowerBI to turn HR data into
valuable insights and practical dashboards. They’re also able to
explain what the data actually means in clear and compelling
language so that your reports don’t fall flat when presented to
stakeholders.

Skills needed
● Data analysis
● Data visualization
● Creating reports and
dashboards
● Presenting and storytelling
● Statistics
● Specialized analytics tools (e.g.
Excel, Tableau)

Without an HR Data
Analyst, data-driven HR
simply isn’t possible.
DIGITAL HR
CONSULTANT
Have a problem? They have an app (or HRIS) for that.

Even the most digitally savvy organizations still have challenges

and issues that they can solve with the right system or a new
process. But when you’re dealing with sensitive personal data,
international data privacy legislation, and your organization’s
most valuable intangible assets (i.e. your colleagues), you need a
specialist. The Digital HR Consultant combines in-depth HR
knowledge with advanced digital skills to implement
improvements across the entire HR organization.

When all HR is digital, all HR Consultants will be Digital HR

Consultants.

Skills needed
● Digital HR strategy
● IT solution implementation
● Project management
● Data literacy
● Business acumen
HEAD OF
HR DATA INTEGRITY
You can’t make valuable reports with worthless data.

As the adoption of HR analytics grows, there will be a stronger

focus not just on the quantity of data, but the quality. The Head
of HR Data Integrity ensures that all HR metrics and reporting
are accurate and reliable. They ensure that data integrity issues
are resolved, identify opportunities to improve data integrity,
and develop a roadmap for continuous improvement. Because
they aren’t just about improving data quality: they also create a
culture of data integrity throughout the entire organization.

Under the watch of the Head of HR Data Integrity, there is no

garbage in, garbage out.

Skills needed
● Data assessment
● Data configuration
● Setting up governance programs
● (Global) data glossary management
● Understanding of data privacy and cybersecurity laws
E-RECRUITMENT
MANAGER
Remember your worst online job application?

It wasn't at a company with an E-recruitment Manager. This HR

specialist with marketing savvy ensures that the organization
offers a fantastic online candidate experience. Not only that,
they use their knowledge of social media, SEO and search
engine advertising to make sure that vacancies reach more (and
more qualified) candidates, and are always looking for ways to
improve using performance data.

The E-recruitment Manager combines the best of marketing

and HR — and can tell you how to improve your LinkedIn
profile.

Skills needed
● Social media marketing
● Solution design
● Search engine optimization
● Search engine marketing
● Design thinking
EMPLOYER BRANDING
SPECIALIST
Win the war for talent.

Your colleagues know why working for your organization is so

great. And thanks to the Employer Branding Specialist, so will
everyone else. They plan and execute campaigns that make the
Marketing department jealous. An in-depth understanding of
the company culture and values is combined with creativity and
a commercial eye to ensure that the candidate pipeline is
always full and the talent pool is virtually overflowing.

As an Employer Branding Specialist, you’ll be Recruitment’s

favorite colleague.

Skills needed
● Social media marketing
● Marketing analytics
● Drafting creative briefs
● Mapping organizational culture
● (Digital) communication
AGILE HR
COACH
What do you do when other teams start acting as HR?

Within agile organizations, self-managing teams can take on a

lot of tasks traditionally associated with HR, such as
recruitment and performance reviews. But that doesn’t mean
that HR can’t add value in new ways, as the Agile HR Coach
proves. They use their HR skills and mastery of the agile
methodology to support change in the organization and provide
invaluable coaching to employees. They nurture personal
growth, build support networks, and create an environment in
which their colleagues can’t help but flourish.

An Agile HR Coach proves that HR isn’t obsolete.

Skills needed
● Agile
● Coaching
● Change management
● People analytics
● Digital strategy
 AIHR | Academy to
Innovate HR
At AIHR, we will always provide you with
the latest HR training and tools to help you
develop practical and in-demand skills,
essential for your HR future and a
flourishing career. Either that or you get
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Browse our courses at

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Sources:
https://www.xperthractueel.nl/hr-
ontwikkeling/nieuwe-blogger-agile-coach-
willemijn-boskma/
https://www.agilehrmanifesto.org/
principles-behind-the-hr-manifesto