HR professionals have to wear a plethora of hats. From culture to compliance, recruitment to retention, pensions to payroll — to name but a few before my alliteration bank runs dry.
Mental health question? Ask HR. Need to fire Bob? Call HR. Don’t like the outfit one of your workers turned up in? We all know who is going to get a knock on the door.
Almost every time a new workplace issue crops up, the management team casts its eye to human resources and offers up a new cap for the team to don. And in return, what does HR get?
Some respect? Maybe. But it also attracts more venom than it deserves. It’s been almost two decades since Fast Company published its infamous “Why We Hate HR” article and not much has changed since 2005. I was reminded of that this week via a comment posted on LinkedIn in response to an article published in HR Law Canada.
Angry comments
First, it accused the publication of being “on the side of the employer.” On that point, I protest mildly. Most of the articles in HR Law Canada don’t take sides. They’re simply summaries of how decision-makers (i.e., judges and arbitrators) have ruled on workplace issues and the lesson they contain.
The ones that do advocate for one side over another are labelled opinion. And sure, we look at things through the lens of the employer — because that’s the intended readership — but it doesn’t mean it’s automatically biased. (But I’ll save the exhausting “defense of journalism” in the so-called fake news era for another day.)
But then the commentor turned the vitriol towards HR, calling them “messengers of management who could care less about the human resource HUMAN BEINGS that are employed regardless of the ‘we are here for you’ BS smokescreen line from the HR function. Abusive. The HRM profession is TOXIC and needs a massive cultural shift. In short, a lying, manipulating, and exploiting profession.”
Tell us how you really feel.
The author of that comment is far from alone. A lot of workers view HR as nothing more than a puppet of management, sitting in ivory towers, indifferent to the plight of employees “doing the real work.” It’s an intense, emotional critique, and not entirely baseless.
Neither best friend nor enemy
HR undoubtedly has a dual allegiance: it serves the employer, yes, but also the employees. This duality often leads to misunderstandings and mistrust. To be clear, HR’s function is not to be the employees’ best friend. But nor is it their enemy.
Great HR advocates for policies that enhance workplaces, bolster diversity, reduce bullying, and recruit and retain top talent. In essence, HR is a bridge between the workforce and management, a conduit for communication and change. Many workers would be surprised at how often HR comes to their defense, the frequency with which they talk managers off the edge of a cliff, and just how much value they’re adding to the organization.
They don’t understand it because they don’t see it. It’s like your paycheque — nobody gives a second thought about how they’re paid until it’s wrong or doesn’t get deposited. A lot of great work is done behind closed doors, out of view of front-line employees.
A force for good
Done properly, by qualified professionals, HR functions as a force for good. Take diversity, equity, and inclusion initiatives, for example. HR departments are often at the forefront of these efforts, striving to create more equitable workplaces. They implement training programs, advocate for fair hiring practices, and work to dismantle systemic biases. These are not the actions of a toxic profession, but rather of a sector committed to positive change.
Moreover, HR plays a crucial role in addressing workplace bullying and harassment. By establishing clear policies and procedures, HR can help create a safer environment for all employees. They are the ones who investigate complaints, mediate conflicts, and ensure that perpetrators are held accountable. This is not the work of an exploitative profession, but one dedicated to the well-being of employees.
So why the hate? Why the perception that HR, as a function, is inherently flawed?
People with chips on their shoulders are amongst the loudest of HR’s critics. These are workers who have been disciplined, suspended, or even fired from jobs. While some anti-employer grievances are undoubtedly justified, others have no leg to stand on — but they are unable or unwilling to move on from unreasonable or untenable positions.
Part of the issue lies in the expectations placed upon HR. They are expected to be impartial, yet empathetic; enforcers of rules, yet advocates for employees; strategic partners, yet accessible to every individual. Balancing these roles is a delicate act, and missteps are inevitable. When mistakes happen, they can fuel the perception that HR is not to be trusted.
Additionally, the very nature of HR’s work means they are often involved in difficult situations — layoffs, disciplinary actions, disputes. These are inherently stressful and emotional circumstances, and it’s easy to blame the messenger when the message is unwelcome.
But dismissing HR as a “lying, manipulating, and exploiting profession” overlooks the genuine efforts of many HR professionals who are striving to make a difference. They are the ones advocating for mental health resources, pushing for better work-life balance policies, and ensuring compliance with labour laws to protect employees’ rights.
To those who harbor resentment towards HR, I say this: Look beyond the stereotypes and consider the individuals who make up this profession. I’ve had the chance to cover many professions in my career as a journalist, and the HR folks are the most ethical and genuine of the bunch.
HR is not perfect. No profession is. But we have to acknowledge that HR has to deal with a lot of… crap.
HR is often seen as the enforcer of corporate policies, the bearer of bad news during layoffs, or the entity that seems to prioritize compliance over compassion.
But is that the whole story? Not even close. The reason they often look like the bad apple is because they’re the ones you see mopping up the mistakes of others.
