Close your eyes, and imagine a professional in HR. Who do you see? What are they wearing and how do they look? What are they doing and with whom are they?
I’d love to think that the images we all conjure are as varied as the work done by HR professionals. Unfortunately, after working in HR for more than 10 years, I’m not so sure. HR has a problem with PR.
The Employment Rights Bill which was recently passed in its second reading by parliament has brought the importance of HR to the forefront. Businesses in the UK are more dependent than ever on HR professionals to guide them through the proposed changes to employment laws, including updates to flexible work legislation and changes to sick leave entitlements. We must rebrand to become the partner businesses need if parliament champions making work pay.
As someone who has been in HR for many, many years, I can tell you that, despite the fact that our responsibilities have increased and we are having a greater impact on society, HR is still perceived as being outdated.
HR still means “tea, tissues and some stale bread” to many. They imagine middle-aged women giving out tissues in times of crisis, not solving complex organizational challenges. Some see HR as a glorified administrative function: people who shuffling papers, hiring and firing or handling holiday requests. The worst of all is the idea that HR exists only to protect and support the company, not to help its employees.
An Undervalued Role
These myths not only insult the profession but also hinder HR teams and businesses.
When leaders underestimate the importance of HR, it is far too easy for them to ignore policies and initiatives which are vital for a productive, results-driven workplace. It has never been clearer than when businesses, after putting in place DEI initiatives that their HR teams had worked so hard to implement, have now rolled them back. Diverse teams are known to generate financial returns that exceed the industry average. What is the result of reversing such schemes? Short-termism can have long-term effects on businesses and employees.
Businesses today face many challenges that HR can solve and in some cases prevent. According to recent research, up to one-third of companies are struggling with long-term sick leave. Some organisations may not be inclusive of neurodivergent talents. The UK employers are losing PS51 billion a year due to poor mental health. The labour market is still tight. Recent AI-powered applications have made it more difficult for employers to source, assess and hire top talent.
Ironically, HR professionals can solve all of these problems. When HR professionals are misunderstood and their impact is not understood, they spend their time trying to convince stakeholders of their importance instead of taking action that will make a real difference. This can range from creating fairer hiring practices to addressing health issues. It also impacts their well-being.
Challenging Stereotypes
According to a Gartner survey conducted recently, 71% HR leaders believe that burnout is a greater problem now than it was before the pandemic. According to research, 73% of HR departments are under-resourced. This means that half of HR professionals work up to five hours extra per week without being paid. The HR department has the highest turnover rate of all business departments. The HR profession is at risk due to a lack of knowledge about its evolving role and importance.
This reality is not only harmful to employees but also to businesses. We know that employees who are happy and supported by their employers are more productive, engaged, loyal, and likely to remain with them. HR can’t be a strategic partner if it isn’t allowed to act as one.
To change perceptions, it is important to first challenge stereotypes. HR professionals are culture-shapers and problem solvers who use data to make strategic decisions. We’re not here to police policies, protect the company or make work more boring.
We are empathetic and care about people, but this is not our weakness. It’s a strength. Empathy is a key skill of successful leaders and we have it. We use it to find and implement solutions for both businesses and employees. We know how to balance employee rights and business needs. We need to educate the organisation on our role, and help them to understand it.
Second, we must advocate for increased investment in human resources. It’s not only about increasing budgets, but also giving HR teams access to technology, training and leadership opportunities. An HR team that is well supported by the business can be its greatest asset. From the earliest startups to the largest corporations, all businesses need the right tools.
Many excellent platforms are available to help manage HR. AI is often the teammate we didn’t know we needed. AI will not be feared by the business if your HR department can demonstrate its effectiveness.
Supporting HR Professionals
We must also advocate for the inclusion of HR in business discussions, particularly those that are linked to strategy. We will be seen as an integral part of the business if HR’s goals are aligned with their initiatives. In the last eight-years, I have set up or rebranded HR functions at four SMEs ranging from Clinical Research Organisations and Commercial Property. No matter what sector you work in, being seated at the top table of senior management has helped bring the value and importance of HR to life.
The Employment Rights Bill is on its way, and it’s never been more crucial for HR to have the support and empowerment of their organization. The Bill will introduce many changes including more predictable contracts for workers and day-one rights. The Bill is a positive development for employees. However, it also poses significant challenges to organisations and adds new responsibilities for the HR team.
According to a Breathe HR recent survey, 61% of SME executives admitted that the implementation of the Employment Rights Bill would significantly increase the workload for their HR department. These types of legislative changes may be too much for teams that are already stretched and have limited resources.
HRs are crucial in defining policies, providing training, managing changes and holding leaders accountable. HR teams are essential in creating a fair, productive and compliant workplace. To navigate these challenges and opportunities, HR needs more than just legislation. They need investment, understanding, and respect.
It is the responsibility of business leaders to eliminate HR myths. It is important that we are seen as leaders who put people first and act as productivity catalysts to create thriving workplaces. As HR professionals, it is our responsibility to continue advocating for HR and creating a positive culture. This helps to improve visibility, reinforce our value, and demonstrate impact. The more we share the faster we will build trust, and HR cheerleaders at all levels will appear.
HR professionals are able to combine technical knowledge, soft skills such as interpersonal communication and commercial awareness in a way that is unique. They can contribute to the success of a company. It’s about time we all realised that.
