What in-house HR pros wish they could say

“HR is just here to hire and fire.” No, I don’t actually think that, but I’ve heard it far too often. And if you’re in HR, I’m sure you have too. Here are the top 10 things I hear that make me cringe every time: “Just fire them if they’re not a fit, don’t make it complicated.” “HR exists so I don’t have to have hard conversations.” “I don’t want to deal with this employee, HR should take care of it.” “HR will handle it if they’re not performing.” “We only call HR when someone is quitting or needs to be terminated.” “I don’t care why they left, just make sure the paperwork is done.” “HR’s job is to enforce policies and terminate people when needed, not to help us grow or develop talent.” “I don’t have time to interview; HR can pick the candidate.” “HR can fix the culture problems.” “It’s okay they quit, I wanted to let them go anyway.” The reality? HR is far more than hire and fire. We’re partners in strategy, culture, and growth, and treating us as an administrative afterthought doesn’t help anyone. Leaders, next time you think “HR will handle it,” remember that engaged employees, strong culture, and thoughtful development are your real competitive advantage. Quick note: none of this is aimed at any leaders I’ve personally worked with, this is about the common (and outdated) perceptions of HR we’ve all heard floating around in the workplace. What’s the most cringe-worthy thing you’ve heard a leader say about HR? #HRexpert #FractionalCPO #retention #leadership #humanresources #careers #management #culture #SRVHR

I know it is the current trend for HR professionals to bash their colleagues while positioning themselves as the beacon of positivity for HR. I see it sometimes and I just shake my head. I can understand trends. I see those posts and I see the likes and the comments from everyone saying “thank you for all you do”, “I wish we had more HR like you.” It’s often like an echo chamber. I admit it can be a giddy feeling to have so many people affirming you so it’s understandable to want to keep bashing your colleagues while positioning yourselves as the One True HR. It’s very easy to blame HR for workplace gaffes. From recruitment to exit management. Some people even state with full authority that HR usually shortchanges employees and I wonder to myself for you to state this with certainty how many HR practitioners do you actually know? You shortchange yourself and come into the system, find out others may have negotiated better and of course you need to blame someone so who else but the HR? Am I saying HR practitioners are saints? Nope, there are some you interact with and you are like “God why?” I bet some persons I may have interacted with will have negative feedback about me. But neither are accountants, financial analysts, lawyers, customer service reps, procurement managers, receptionist, CFOs etc. However you don’t see them bashing themselves every other market day on LinkedIn. I also understand that the job market is a bit slimmer for well paid HR roles because let’s face it, unlike lawyers or accountants or medical doctors you don’t need “specialization” to be in HR. So it is perhaps oversaturated. However let’s do better.

🤝 HR: The Heartbeat of Every Organization In every workplace, there exists a team that quietly but powerfully holds people together — Human Resources. When employees feel excited or anxious, when they celebrate milestones or face uncertainty, they turn to HR. Not just for answers, but for understanding, empathy, and direction. Some even say we’re the mothers of the team — and in many ways, that’s true. We listen, we guide, we protect, and we nurture. But above all, we stand for what’s right. 💼 HR is More Than Recruitment There’s a common misconception that HR is only about hiring. But those of us in this field know — HR goes far beyond recruitment. We are: Advocates for employees Ambassadors of company values Mediators of conflict Protectors of workplace culture Drivers of growth and transformation We are the bridge between people and process, between emotion and execution. 🧭 The True Role of HR HR isn’t about taking sides. It’s about guiding every individual — from entry-level to executive — to the right path, fairly and without bias. When HR becomes about targeting rather than supporting, the entire essence of the role is lost. It’s painful to witness because the HR profile is built on trust, integrity, and responsibility. We are exposed to diverse personalities, high-pressure situations, and complex decisions — and our role is to respond with empathy, firmness, and clarity. ❤️ A Role Close to the Heart To me, HR is more than a job. It’s a calling. It’s about helping people discover their potential, resolve their challenges, and thrive in their roles. Yes, we carry the emotions of others. Yes, we navigate difficult conversations. But it is this deep involvement with people’s journeys that makes HR so profoundly meaningful. Let’s never lose sight of what HR truly stands for: People. Purpose. Progress. What does HR mean to you? If you’re in the field — or have been positively impacted by someone in HR — I’d love to hear your experience. Let’s celebrate the soul of this profession together. #HumanResources #PeopleFirst #HRMatters #WorkplaceCulture #Leadership #Integrity #EmployeeExperience #HRWithHeart

SHOULD HRs BE BOSSY OR FRIENDLY? Should HR Be Friends With Employees or Keep It Strictly Professional? This is one of those HR debates that never ends. Some people believe HR should maintain strict professionalism; no unnecessary closeness, no hanging out, no “bestie” moments at work. Others feel HR should be approachable and friendly; after all, how can people open up to you if you are too stiff? Here’s an experience that was shared with me some weeks ago: A friend of mine works in HR at her company. A few months ago, an issue came up in the company, and somehow, some members of the Finance team started gossiping about the HR team; spreading false information and blaming HR for things they weren’t even involved in. Some said, "HRs are always doing like they own the company..." - It seemed like they detest everyone in the HR Team. What stung the most? Some of the people talking were employees HR had helped; gone out of their way to support them, defend them to management, and even help with career advice. My friend said to me later, “That day, I realized you can be kind as HR, but you can’t be too familiar.” And honestly, she’s right. You can: 1. Be approachable so people feel safe talking to you. 2. Be human; HR isn’t a robot department. But still maintain boundaries; because when lines blur, professionalism can easily fade. It’s one of the hardest parts of HR; you’re balancing empathy with accountability! If you’re too soft, they say you’re not firm. If you’re too firm, they say you lack empathy. The best HR professionals find the middle ground; friendly but firm, kind but consistent. So let’s hear from you 👇🏽 Should HR be friends with employees, or should we keep the relationship strictly professional? Have you ever seen boundaries crossed at work; how did it turn out? #HRBecca #HumanResources #PeopleAndCulture #WorkplaceCulture #Leadership #HRLife #EmployeeRelations #WorkplaceBoundaries #LinkedInNigeria #TeamDynamics #HRCommunity

Here’s How to Blame HR for Everything → Employees leaving? Well, that’s simple... HR clearly didn’t “build a strong culture.” Obviously. → Performance dropping? No need to reflect on your leadership style... HR just didn’t “develop your people” properly. → Toxic behavior showing up? Who else could be responsible? HR’s the one “hiring for culture,” right? → Your new hire not meeting expectations? Hmm… maybe HR “sent the wrong candidate.” Surely it has nothing to do with the rushed interviews or those unrealistic demands. → Turnover creeping up? Easy... HR isn’t doing enough to “retain talent.” It can’t possibly be the workload, the pay, or that one manager yelling in meetings. → No one applying to your open role? Maybe HR should “make the job more attractive.” Like… by offering the higher salary you didn’t approve. → Teams not aligned? Clearly, HR needs to run another “values workshop.” That’ll do it. ---------------------------------- If your people are burning out, your projects are behind, and turnover’s rising… Don’t rush to blame HR. These aren’t HR problems.. They’re leadership, culture, and business challenges that HR can help solve, not own alone. HR isn’t a magic fix. It’s a mirror. And sometimes, we just don’t like what we see. 💭 Food for thought as the week begins. Happy Sunday everyone ✨ #HR #Leadership #Companyculture #Employeeengagement #Sundaythoughts

Don’t go to HR, they’re with management.” I’ve heard it more times than I can count — “ And honestly? I understand where it comes from. 💭 *“Why do so many employees see HR as the enemy?* Too often, people meet HR only when something goes wrong — a complaint, a warning, a layoff, or a conflict. When your first interaction is during a crisis, it’s hard to see HR as a partner. But here’s the truth from the inside: Most HR professionals I’ve met genuinely care about people. They’re the ones staying late to help someone fix a contract issue, mediate a tense team conversation, or make sure a quiet resignation doesn’t go unnoticed. 💡 *I’ve seen both sides:* Once, I sat with an employee who was scared to report a manager’s behavior. They thought HR would “protect the company.” Instead, we protected their dignity — and fixed the problem quietly but firmly. Another time, I realized we only spoke to certain employees when problems arose. We changed that by starting informal “check-ins” — no agenda, just listening. Within weeks, trust started to grow. HR earns or loses trust in the quiet moments, not the big ones. So how do we remove the “enemy” label? *Be visible before there’s a problem:* Walk the floor, listen, be human. *Communicate transparently:* Silence breeds fear; honesty builds credibility. *Show consistency:* Protecting people and protecting the company don’t have to be opposites — they’re both about fairness. At the end of the day, HR’s greatest challenge — and opportunity — is to be the bridge and the balance. 💬 *What’s one thing you think HR could do better to rebuild trust with employees?* #HR #Leadership #Trust #PeopleAndCulture #WorkplaceCulture #EmployeeExperience #HumanResources

#FridayWithEffy - “Turnover isn’t just an HR issue. It isn’t just a management issue. It’s both.” Every time someone resigns, the whispers start: 👉 HR says it’s leadership. 👉 Leadership says it’s HR. But here’s the truth: when both don’t work together, people leave. Turnover doesn’t happen in a vacuum. 🔹 HR that focuses only on policies and forgets the people. 🔹 Managers who don’t listen, guide, or support. 🔹 A culture that drains instead of inspires. The cost? More than recruitment ads or interviews. It’s lost knowledge, low morale, broken trust, and teams that feel exhausted. The solution isn’t complicated, but it does require action: ✅ HR needs to be the voice for employees, not just policies. ✅ Management needs to lead with empathy and accountability. ✅ Both must collaborate, because retention isn’t about “whose job it is.” It’s a shared responsibility. At the end of the day, people don’t quit jobs. They quit environments that no longer serve them. ✨ If we want to stop the revolving door, HR and management need to step up — together. What’s your take — who should make the first move: HR or management? #Leadership #HR #Management #WorkCulture #EmployeeEngagement #Retention #PeopleFirst

🛡️ “You can’t make everyone happy in HR.” This is one of the hardest truths to accept when you work in HR. No matter how much effort you put in, someone will feel disappointed… 👉 An employee might feel a policy is too strict. 👉 A manager might think you’re being “too lenient.” 👉 A candidate might feel they deserved the role. HR stands at the intersection of people and policy, and it’s impossible to please everyone. But here’s the thing — our job is not to make everyone happy, our job is to make things fair, transparent, and respectful. Being in HR means setting boundaries with empathy. It means balancing business needs and employee well-being. It means making tough calls — not because you don’t care, but because you care enough to do what’s right for the organization and its people. ✨ Leadership in HR isn’t about popularity. It’s about trust, clarity, and courage. hashtag #HumanResources hashtag #Leadership hashtag #HRCommunity hashtag #PeopleFirst hashtag #HRLife hashtag #HRThoughts hashtag #WorkplaceCulture hashtag #Trust hashtag #Boundaries hashtag #LeadershipInHR

In my HR career, the most rewarding jobs were the most demanding. Here's why. 👉 These tough, demanding jobs… ---Challenged me. ---Brought out my best. ---Forced me to up my HR game. ---Enabled me to consistently grow. ---Stretched me out of my comfort zone ---Kept me active, relevant, and engaged 24/7. ---Opened doors to fantastic HR opportunities later. ---Left me tired, but inspired by the work being done. On the other hand, the stress I experienced rarely came from these challenging assignments themselves. 👉 My stress and frustrations occurred when: ---My hard work & achievements went unrecognized. ---Personal & family sacrifices went unacknowledged. ---I wasn't kept in the loop about important news. ---Colleagues backstabbed and weren't supportive. ---Problem people were not confronted about their behavior. ---My manager didn't champion either me or my work. ---Clients and employees didn't value the HR function. ---Business leaders didn't engage HR on important issues. ---My manager was aware of all of the above and did nothing. 👉 THE POINT: (1) In HR, my stress almost rarely came from the work itself. (2) It usually came from the work environment. 👉 MY ADVICE: Keep the critical importance of the work environment in mind as you seek out new HR opportunities. Even if the job is fantastic, don't forget to consider the culture. HOWEVER, all this has been my own experience. 👉 What's been yours? --- 📌 P.S. - HR LEADERS: Want successful strategies for dealing with your frustrations, toxic work environments, and for staying motivated and committed to success in HR? Check out "STAY INSPIRED IN HR" at the link in the first comment below.