Image source:

3 Reasons Leadership Hates HR (And How to Avoid These Missteps)

Nolan Gray Staffing

If you’ve been an HR pro for any time at all, you’ll probably have noticed that not everyone in leadership is a fan of your department. And for those of us who started out our careers in other departments, we may have experienced the disenchantment with HR firsthand. My first interaction with HR was as a gatekeeper to my first corporate job. During my tenure at this particular Fortune 100 company, HR functioned as an arbiter of enforcement and deliverer of bad news.

Admittedly not all HR departments operate this way, but enough of them do such that it’s left a bad taste in the mouth of many managers and leaders in corporate America as well as SMEs. So why is HR disliked by so many bosses? Read on…

HR poor leadership

Image source:

#1 Choosing Sides Against Management

Of course there are situations where you have protected classes of workers – such as ADA concerns – but when there are consistently poor performers, management wants you to help cull the chaff. This means that you have to be fearless about legitimate terminations. Leadership shouldn’t feel like you are taking sides against them and protecting those that are dragging down the business.

Solution: You should always speak up if you think a termination will pose a legal risk for the company, but otherwise, your job is to advance the company’s mission and not throw yourself in front of the wheels of progress.

Catbert bad recruiting

Image source:

#2 Recruiting Slowly and Badly

For many years, HR was at the forefront of the hiring process, but as we’ve written before this may not be the best policy. With the exception of hiring for its own department, HR is not the best choice to lead the recruiting charge. Inserting HR into the process slows the process and drives poorer results. Who is better suited to recruit than the manager who will be dealing with the staffer and likely is far more qualified to assess whether the candidate has the requisite skills?

Solution: Ensuring that the new hire meets company hiring policy is your role. That means background checks, criminal checks, drug screening, etc. But other than that, HR should take a step back from the recruiting process.

Catbert company benefits

Image source:

#3 Not Adding Value to the Company

Unless you’ve completely reinvented your HR department – as Google has – you’re a cost center. By that I mean you’re not contributing dollars to the bottom line. Sales and customer service are obvious profit generators, but administrative functions such as accounting and human resources are in roles where they aren’t capable of generating dollars so you may be considered an expensive dinosaur by leadership. You don’t want to be like the office aquarium – captivating, but functionally useless…

Solution: Even though you can’t add dollars to the bottom line, you can certainly add value. Get yourself out of the paper shuffling business and instead consider delving into predictive analytics to be able to contribute to company strategy.

One of the best ways to get started adding value is to free yourself from administrivia. Why not try Jobscience recruiting, onboarding and managing tools to streamline your processes and make your HR department more efficient? Request a free demo now!