Human resources is often met with a one-dimensional perception. After all, many people's interactions with HR come down to a small handful of common interactions. It's difficult to understand what really goes on without witnessing it every day.
We asked members of the Forbes Human Resources Council about what really goes on in HR. The answers given may surprise some, as a human resources professional has a complex job that is not always appreciated the way it should be.
1. Solves Many Problems
HR gets the good, the bad and the ugly. We throw parties, run reward and recognition programs and are responsible for engagement. However, we also get lawsuits, EEOC complaints, grievances and employee relations issues. When you need a hire, we've got you. When you have a workforce issue, we've got you. Even when you have a business problem, we can most likely solve it with a people solution. - Lotus Yon, NCH
2. Advises Management
Throughout my 25+ year career in HR, I have heard every misconception about HR you can imagine. HR does not hire or fire, managers do. HR helps to mitigate risks, protect the company culture, advise employees/management on policies and procedures and, if done correctly, be a strategic partner with the top level executives to ensure the "humans" are not left out of any key decision-making process. - Tana Session, TanaMSession.com
3. Handles Greatest Assets
The perception is that HR is only responsible for the paperwork when employees join or leave a company. The reality is that for every business to be successful, it must provide a service and the employees who provide that service are the company’s greatest asset. HR handles all employee-related activities, from recruiting, hiring and onboarding to payroll and health and retirement benefits. - John Feldmann, Insperity
4. Re-Engineers The Workplace
The portrayal and perception of HR as an administrative, reactive function needs to change. The multitude of functions under the HR umbrella certainly include administrative tasks, however, HR professionals serve as strategic partners who are re-engineering the workplace and the way in which organizations attract, engage, manage and develop talent. - Kelly Lum, Highgate
5. Manages Multiple Risks
What public perceptions or media portrayals get wrong is that HR is a partner and influencer in an organization. HR provides counsel, expertise and rationale while managing risk to support leaders being informed of their decisions. HR does not drive or make decisions for an organization; it is the leaders who have that ownership and responsibility. HR's role is to be a strategic partner to influence and help to humanize decisions. - Sherry Martin
6. Fosters An Environment Of Success
Public perception tends to view the HR function as a punitive police organization that is meant to crack a whip around regulations and laws. While there's some truth to that, the fundamental role of the HR function is to foster an environment where people can be successful, be their best selves and do their best work. To get there takes not only protecting the company, but also enlivening its people. - James Banares, Valimail
7. Walks A Fine Line
It's a common misconception that HR is never on the side of the employee, mostly because of past experiences that the employee has had. Any HR professional worth their weight in salt will successfully walk the fine line between advocating for the employee and protecting the business. A true strategic HR business partner will be able to come up with a solution that will be beneficial for both sides. - Charlene Collier, Capitol Consulting Group
8. Facilitates Business Function
While many people "fall into" HR, having a deep understanding of how a business functions is crucial. The CHRO is becoming one of the most important roles in an organization: We inform strategy, shape organizational culture, build workforces to sustain growth and deliver results tied to business goals. Most importantly, we are responsible for ensuring we represent our people, values and culture. - Lisa Sterling, Ceridian
