The world of work is changing fast – and for HR consultants working with small businesses, staying ahead means developing skills that go beyond the traditional toolkit. As SMEs face new challenges around flexibility, compliance, tech and people strategy, they’re turning to consultants who can bring not just solutions, but fresh insight and real impact.
So, what are the skills that set the most successful HR consultants apart – now and in the future?
Let’s explore how you can future-proof your HR consultancy by building expertise in the areas that matter most to small businesses right now.
Why small businesses need future-focused HR support
Small business owners are spinning a lot of plates – and while they’re often brilliant at what they do, people management isn’t always their strong point. They’re looking for HR consultants who can simplify the complex, guide them through new challenges, and add long-term value to their business.
The role of the consultant is shifting from reactive problem-solver to strategic partner.
To meet that need, you’ll want to develop:
- Strategic thinking and big-picture HR planning
- Comfort with digital tools and remote working systems
- Data literacy and the ability to translate people metrics into action
- Coaching and communication skills that support leaders, not just teams
These aren’t just ‘nice extras’ – they’re fast becoming core expectations of an effective and future-proof HR consultancy.
Skill 1: Strategic HR thinking
SMEs often need help looking beyond today’s staff issue or tomorrow’s tricky conversation. As an HR consultant, you can add huge value by helping them think long-term – aligning their people plans with business goals.
What this looks like in practice:
- Advising on workforce planning and succession
- Helping shape company values and embedding culture
- Supporting change initiatives (e.g. restructures or growth plans)
- Linking performance management to business outcomes
- Designing policies and procedures with flexibility and future needs in mind
If you’ve mostly worked in operational roles before, developing your strategic muscle will help shift the perception of HR from admin to advisor – exactly what SME clients are looking for.
Skill 2: Embracing technology
Even the smallest of businesses now use HR systems, video calls, shared drives and cloud-based platforms. As a consultant, being comfortable with the digital side of HR means you can work more efficiently – and help your clients do the same.
Top areas of tech literacy to focus on:
- Online HR platforms (e.g. Breathe, BambooHR)
- Digital onboarding and remote induction tools
- Time tracking, holiday and absence management software
- Compliance tools like document signing and policy storage
- Communication tools such as Slack, Teams or Zoom
You don’t need to be a tech expert – but knowing what’s out there, and helping SMEs choose and use the right tools, is a big part of future-proofing your consultancy.
Skill 3: Using people data with confidence
You don’t need to be a data analyst to be a great HR consultant – but understanding how to use people metrics is increasingly valuable. Data helps you spot patterns, measure impact, and make your advice more persuasive.
Key areas to explore:
- Absence trends and cost of absence
- Staff turnover and reasons for leaving
- Engagement survey results and pulse checks
- Performance data and appraisal outcomes
- Pay and benefits benchmarking
With many SME owners being time-poor and decision-fatigued, you can help by turning data into insight, and insight into action – with clear, confident recommendations.
Skill 4: Coaching and communication
One of the most underrated tools in a consultant’s kit is the ability to listen deeply, ask the right questions, and help a client reach their own conclusion.
This is where coaching-style conversations come in – especially helpful when working with small business owners who don’t have an HR background but want to ‘get it right’.
Ways to build a coaching approach:
- Use open, curious questions rather than jumping straight to answers
- Help clients explore pros and cons, rather than prescribing one route
- Reflect what you’re hearing – sometimes being a sounding board is the biggest help
- Offer reassurance, but also challenge when needed – with kindness and clarity
- Develop your own confidence in difficult conversations and sensitive situations
Bringing emotional intelligence, empathy and calm to your consultancy builds trust and loyalty – two things that matter hugely in small business relationships.
Skill 5: Staying current in a fast-changing world
Employment law, DEI expectations, hybrid working, AI tools, wellbeing trends… it’s a lot to stay on top of. But if you’re aiming to run a sustainable and future-proofed HR consultancy, building in time to refresh and upskill is essential.
Practical tips:
- Subscribe to HR newsletters or legal updates
- Connect with other consultants to share knowledge and experiences
- Build a bank of resources you can regularly review and refresh
- Invest in short courses to top up areas you feel less confident in
- Get support – whether that’s a network, a mentor, or a franchise like face2faceHR
You don’t need to know everything – but keeping your skills sharp and your mindset open will help you offer relevant, credible support to the businesses you work with.
Final thoughts
The future of HR consultancy isn’t just about what you know – it’s about how you show up for small businesses. Strategic insight, digital confidence, a coaching mindset and up-to-date knowledge can help you offer exactly what your clients need, even as their world changes.
Future-proofing your consultancy doesn’t happen overnight, but every new skill you build adds more value to the service you offer – and more confidence in the career you’re creating.
At face2faceHR, we give our consultants the training, tools and templates they need to stay ahead – from strategic coaching to the latest tech and compliance updates. Download our prospectus or get in touch to find out how we can support your journey.