Leadership Data-Driven and CBHRM: Interplay of Skills in Public Administration

The increasing complexity of public sector challenges needs a shift from intuition-based decision-making to evidence-based approaches, particularly in human resource management (Cho et al., 2023). This paradigm shift requires leaders able to leverage data analytics to manage strategically human resources within public administration (Magakwe, 2025; Cho et al., 2023). The digital transformation in public sector needs to move beyond traditional practices to embrace new strategies for performance optimization (“Digital Transformation in Public Sector Human Resource Management,” 2024). This paper explores the interplay between data-driven and soft skills, examining how these elements facilitate efficient transformation programs and enhance public service delivery (Adie et al., 2024) (Bastidas et al., 2023). Specifically, it investigates how leaders in public administration need to integrate sophisticated data analytics and soft competency frameworks to support an adaptive and high-performing workforce (García, 2025; Zervas & Stiakakis, 2024). The objective is to delineate the weight of the skills and competencies required for public sector leaders to navigate the complexities of datadriven decision-making (Adie et al., 2024). This integration is crucial to raise a workforce capable of navigating and ensuring public sector development (Adie et al., 2024; Zervas & Stiakakis, 2024). This research will delve into the competencies required by Human Resource Directors within these highly adaptive and scalable organizations, particularly examining how a human-centric approach to digital leadership can foster an environment leading to innovation and efficiency in public service.