What Does HR Do? What You See & What You Don't!

I saw the above image recently and it got me thinking...

As an HR professional, do you sometimes feel your role is undervalued or misunderstood? I know I have in my past.

If you answered "yes", then you are not alone. This is a common feeling among those in our field. What people perceive that we do is merely just the surface. Beneath daily tasks like recruitment, onboarding, and performance management lies a complex array of responsibilities and strategic initiatives that only those in our profession can truly appreciate. HR's multifaceted nature encompasses a wide range of functions that significantly contribute to an organization's success yet often remain invisible to the broader workforce.

What Others See:

Recruitment: Posting job ads, screening resumes, and conducting interviews to evaluate skills and cultural fit. This process, while essential, is just the surface of a deeper strategy involving market trends, talent acquisition strategies, and workforce planning.

Onboarding: Guiding new hires through their initial employment stages, providing necessary resources and information for effective role adaptation. This process is more than orientation; it involves creating a welcoming atmosphere that fosters engagement from day one.

Training: Provides a structured approach to learning and development, day to day operation training (skill, will, systems, process etc.) including training plans that enables organizations to enhance employee performance, foster professional growth, and ultimately achieve their strategic objectives.

Performance Management: Discussing KPIs and setting goals for employees. This process is crucial but also requires understanding individual employee aspirations, development needs, and alignment with organizational objectives.

Internal Events: Organizing activities that promote teamwork and collaboration. These events are vital for building a strong company culture yet often go unnoticed as the strategic investment they represent.

These tasks are visible and recognizable, but they are just a small part of the HR role. The true impact of HR extends far beyond these visible tasks, influencing organizational dynamics and employee satisfaction.

What Only HR Sees:

Hiring Strategy is more than just filling open positions. It involves a comprehensive approach to talent management that goes beyond finding candidates with the right skills. Ensuring new hires align with company culture and values requires an in-depth analysis of each department's specific needs and the organization's long-term vision. This strategic alignment is crucial for fostering a cohesive work environment and achieving organizational goals.

Negotiating Benefits – Balancing budget and employee needs. You must navigate the complexities of employee benefits, ensuring individuals receive the support they deserve, from health insurance to retirement plans, while maintaining awareness of the company's financial constraints. This balancing act requires creativity, strategic foresight, and a deep understanding of employee preferences and industry standards.

Building a safe and healthy work environment. Your responsibilities go beyond compliance with safety regulations; you must also develop policies that promote psychological well-being and support for employees. This includes creating programs that foster mental health awareness and providing resources that help employees feel secure and valued.

Promoting diversity, equality, inclusion & belonging – More than just slogans. In today's world, fostering a diverse and inclusive workplace is not merely a checkbox on a corporate agenda; it requires ongoing effort and advocacy. You must actively create an environment where everyone, regardless of gender, age, ethnicity, or background, feels respected and has equitable growth opportunities. This involves implementing training programs, mentorship initiatives, and policies that reinforce the value of diversity.

Succession Planning – Preparing for the Future. Effective HR professionals anticipate and prepare for future personnel changes, identifying and nurturing potential leaders within the organization. This approach ensures a robust leadership pipeline, fostering stability and continuity. It requires understanding the skills needed for future roles and a commitment to employee development.

Conflict Resolution – In HR, you often mediate conflicts where differing perspectives cause tension. Your role is to help find common ground and maintain harmony, requiring exceptional interpersonal skills, empathy, and the ability to navigate complex emotional dynamics. This aspect is critical for maintaining a positive work environment and ensuring productivity is not compromised.

Employee Engagement – Creating a positive work environment. As an HR professional, you constantly seek innovative ways to enhance employee engagement and foster belonging within the organization. This may involve developing training programs, organizing team-building activities, or implementing recognition initiatives that celebrate employee contributions. Your efforts are vital for cultivating a motivated workforce aligned with the company's mission and values.

And not to mention communications...

Communication plays a pivotal role in shaping the internal landscape of an organization. Leading internal policy communications involves not just the dissemination of information but also the crafting of messages that resonate with employees at all levels. This includes articulating the nuances of benefits messaging, which encompasses everything from health insurance options to retirement plans, ensuring that employees fully understand and appreciate the resources available to them. Furthermore, effective communication is crucial in the realm of information and education, where ongoing training and development opportunities are communicated clearly to foster a culture of continuous learning.

Owning executive messaging is essential for maintaining a consistent voice and tone across all levels of communication. This includes ensuring that the messages from leadership align with the organization’s values and mission, thus reinforcing a shared vision among employees. Additionally, external and internal alignment is crucial; it ensures that the messages communicated to external stakeholders, such as Board Members, Shareholders, customers, vendors and other partners, are consistent with those shared internally, thereby building trust and credibility.

Corporate storytelling is another powerful tool in the communication arsenal. It allows organizations to share their journey, values, and successes in a compelling way that engages employees and stakeholders alike. This narrative can serve to inspire and motivate employees, fostering a sense of belonging and pride in the organization.

Crisis communications is an area that requires careful planning and execution. In times of uncertainty or challenge, clear and transparent communication is vital to maintain trust and mitigate anxiety among employees. This involves not only addressing the immediate concerns but also providing ongoing updates and support to navigate through the crisis. Does anyone remember COVID19?

Collaboration on change management initiatives is essential for ensuring that transitions within the organization are smooth and well-received. This involves communicating the reasons for change, the benefits it brings, and how it will affect employees, thereby minimizing resistance and fostering a supportive environment.

Employer branding is another critical aspect of communication strategy. Effectively conveying the organization's culture, values, and unique offerings helps attract and retain top talent. Major company announcements, whether related to new initiatives, leadership changes, or strategic shifts, require careful planning and execution to ensure that the messaging is clear, concise, and impactful.

HR is a profession requiring patience and vision.

Being in HR is not just about managing paperwork or implementing processes; it combines strategic vision with a profound understanding of human behavior.

You must balance business interests with employee needs, always ready to face workplace challenges.

The silent value HR professionals create is immeasurable, as they lay the foundation for a thriving organizational culture and a committed workforce, ultimately driving the organization's success.

What do you think?