"HR Is There To Protect The Company, Not The Employees"? Spoiler

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there's always this narrative about HR only working in the interest of the company, exclusively. You could argue that protecting employee rights also protects the company from lawsuits, but that doesn't mean that's the only reason we do it.

we all work for the company, not just HR.

Don't imagine HR is above the same boss you are under, often someone higher up will say 'We will not act', leaving HR in a disaster of a situation willing but unable to do anything.

HR are just employees under the same boss, at the end of the day.

much of what we do is behind the scenes. People hear a tagline, it matches something that they've seen or experienced, and they hang their hat on said tagline. Line drawn, opinion formed.It doesn't matter to other people why you do what you do, they only see and care about what you do for them. That's true for most jobs, to be honest. Most peoples don't care how passionate the chef is about the rich culinary history of Mexico; is their my food good or not? If they get a cold entree with a hair in it, They are not coming back and probably telling their friends ''it sucks''. Even if that's not the chef's fault, and this is the only time it's ever happened. Because most people don't know or care about what hard work went into setting up the kitchen, getting investors, keeping the operations running smoothly and on time, how many plates you turn out that are perfect night after night. Mine sucked, and mine is the only experience I have

Most employees don't care why you got into HR or what your goals for the company are, or what you do behind the scenes to make life better: Was my interaction with you positive or negative? Did I get what I wanted out of it, or not? And most often, if they're having an interaction with us directly, it's not great and we're already dealing with something outside of the norm. There's already a hair in their food.

Example: someone gets fired.

They don't know about the conversations we've had with their managers about making sure they have the resources they need to be successful. They don't see how we've challenged their managers on assumptions and poor practices that may contributed to an environment where someone couldn't do their best. They don't know that the decision was escalated to the highest levels of management and that our hands are tied. They don't know that we fought for them to get a severance package to help them transition when they find themselves out of a job during a pandemic. They don't know that we make decisions not to contest unemployment claims, to cut them a break.

They just know they got fired, and HR was right there with the manager when it happened.

In the end :

- A poor HR Manager focuses on the needs and wants of their employees

- A good HR Manager focuses on the needs and wants of the organization

- A great HR Manager finds a way to do both.

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Share 7 2 Comments Tyriq J Oliver

Iraq Veteran with 20+ years of Leadership experience. Certified in Lean Six Sigma

3y

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Personal experience says this write up is false

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