Let’s be honest, working in human resources often feels like a thankless job. You’re the one delivering tough news, navigating complex regulations, and constantly working behind the scenes to keep everything running smoothly. However, the HR function is absolutely vital – the very backbone that supports a company’s most important asset: its people. And speaking from personal experience, I can certainly attest to both the challenges and the importance of this role.
The Story of How I Got Into HR
A long time ago, in an office far, far away, a person (me) was just given the responsibilities of human resources. I didn’t think much of it at the time. HR was just hiring and firing, after all, so there wasn’t much to be concerned about. I was a talented admin who could follow instructions and occasionally made a solid contribution, so it seemed natural to give me the HR function as the company grew. I was the third hire of what would become a company of almost 300 employees, 15 years later.
What I was unprepared for was the stigma that immediately attached itself to me like a barnacle. I was the Hatchet Lady. The firing squad. The police.The office informant. Nobody liked me, and my boss assigned Another One Bites the Dust by Queen as my ringtone. I was ill-prepared to manage the HR tasks that came my way as the company grew.
My duties were limited to planning birthdays (and the annual holiday party), hiring, firing, and payroll. I wouldn’t have known how to manage the interactive process under the ADA if it bit me in the face. I had no clue about FMLA and knew even less about wage and hour. I remember seeing something online once that said Nevada employers could offer a lower minimum wage if they offered benefits, but I wasn’t sure what that meant exactly.
In some ways, I lucked out. Our CEO had a best friend who was (and still is) a goddess among mortals in the world of HR. She unintentionally became my mentor, and because of her, I started getting the education I needed and the acumen required to be an efficient HR person.
Now, I have the absolute pleasure of advising other HR professionals without sitting in the seat. This is a joy. Ask anyone who knew me when what I would have given to have known about NAE back in the day. “What do you mean there’s a place I can call to get my question answered right away, in real-time, without waiting two days for a call back just to be told they can’t help me and I need to consult my attorney?!” But, I digress.
An Unpopular Opinion. An Uncomfortable Truth.
Why am I telling you this? Because I am about to say something contentious. An unpopular opinion, as it were. Here goes.
If I see one more post whining about how hard it is in human resources and how underappreciated we are, or how can anyone expect us to be all of these things to so many people, and on and on, ad nauseum, I may just scream.
I recognize that there is a hard truth here. HR is an often unsupported, the last thought of but necessary function in companies of all sizes, and if you choose to work in HR, you will have to make some hard choices. You may have to get used to eating lunch alone. You may have to get used to speaking truth to power and having said power (literally) cover their ears. Your co-workers and employees at large may think you are out to get them, and leadership will expect the same. You might need to find a new place to work.
It’s time to stop complaining and start contributing.
Be the Change – What You Want HR to Be
That old saying is true – be the change. If we want our companies, colleagues, and the world at large to stop seeing us as less than, we have to be better, all on our own. In a perfect world, all companies would know that the HR presence creates the company, from culture to compliance. We aren’t the police; we’re the foundation from which everything else grows (or dies). If we can’t own it while we manage our work and emotions, who can?
Take some classes. Learn how to put metrics on those subjective items, like training and culture. This is where you transition from being perceived as a cost center to a strategic partner. When you can tell your leadership team that training will cost $5,000 but will save the company $7,250 in the long term because of retention, you are more likely to get that budget, as well as some respect.
Build your emotional intelligence. The ability to understand and manage your own emotions and the emotions of others is critical for effective leadership, communication, and building strong relationships. Learn the laws, from wage and hour to ADA, FMLA, and your local laws. Follow your own policies. This builds trust and credibility among employees and demonstrates that the rules apply to everyone. Ask the right questions.
Network with your peers. Building a professional network provides valuable support, insights, and opportunities for learning and growth. Join NAE. Find some social media groups. Get a mentor. Learning from someone who has faced similar challenges and can provide honest feedback and a different perspective can be invaluable as you progress in your career.
Once you are the person you think HR should be, everything else will fall into place.
By: Amy Matthews, SPHR
