The Human Resources (HR) function has always been positioned as the champion of employees—a department that advocates for fairness, well-being, and development.
Historically, HR’s primary allegiance seemed to rest with the workforce, creating environments where trust flourished, and employees felt genuinely supported. But as businesses evolved into profit-centric entities, the role of HR has dramatically shifted, leaving many employees questioning where HR’s loyalty truly lies.
A 2022 Gartner survey revealed that 71% of employees believe HR prioritises the company’s interests over their well-being. This perception isn’t unfounded. Modern HR departments often serve as the enforcers of corporate policies, compliance, and cost-saving measures, sometimes at the expense of employee morale and trust. From managing layoffs to enforcing rigid performance reviews, HR’s alignment with “the company line” can make it difficult for employees to view the function as an ally.
This duality presents a significant challenge: How can HR balance the needs of the company with the trust and engagement of employees? More importantly, can HR regain its role as a bridge between leadership and the workforce rather than simply an arm of the executive suite?
At RdL (Results Driven Leadership), we’ve observed how this divide erodes organisational culture, trust, and ultimately, performance. By partnering with organisations globally, RdL helps HR leaders redefine their role—not as corporate enforcers but as strategic architects of workplace harmony. Through leadership development, cultural transformation, and innovative people strategies, we’ve empowered HR teams to align business objectives with genuine employee engagement.
The question isn’t just where HR’s loyalty lies; it’s how HR can rebuild trust in a world where employees feel sidelined. Organisations that prioritise transparent communication and balance between profitability and people will emerge stronger.
The role of HR isn’t to pick a side—it’s to foster a culture where neither side feels neglected.
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