I have often heard individuals say they want to work in Human Resources because they "like people." Personally, having been "seasoned" by nearly 30 years of experience, I would suggest that a "people person" stay as far from this critically strategic role as possible. While a healthy "dislike" of people is not one of the characteristics an HR Professional typically exhibits, the role entails much more than making and keeping people happy - it requires a logical consistency and a reasonable sense of right and wrong. Though HR is intended to be the lifeline between employee and employer - the advocate that insures employees are treated with respect - an HR Professional must also advance and defend those things that are best for the business REGARDLESS of how fair (or unfair) they may seem to employees. Some of the tough calls I have seen during my time here at The Association would include:
1) A business owner, strong in sales, had to be told to sell his
company to an operations-minded individual then remain in a
sales role so that he could "promise the world" and have
someone else deliver it. A strategic Human Resource
professional must be able to tackle tough situations even if it
might put their own job at risk.
2) An employee with a poor attendance history had to be let go
when her car broke down on the way back from visiting her
mother in the hospital. Regardless of the severity (or
simplicity) of a final absence, a reasonable Human Resource
professional must understand that the final "straw" may have
broken the camel's back - but it did not cause its back to
bend in the first place.
3) An employee complains about harassment in the workplace
then says they "want nothing to be done about it - that just
talking to you made them feel better." A strong HR
professional must listen to the concern, thank the individual
for coming forward, then clearly state that an investigation
WILL take place - and insure that no reprisal will result from
the investigation - regardless of who has supposedly acted
inappropriately.
4) A long-term employee (critical to the organization) has used
all of his vacation and personal time when he starts to miss
work because of family obligations - from a sick wife to kid's
sporting events. The employee is likely to lose his job if the
pattern continues. An HR Professional must be able to
communicate with the employee to insure acknowledgement
of the situation and what will happen if no change occurs -
then follow-through if no behavioral change happens.
5) The owner (or top manager) of a company (married) is
having an ongoing relationship with a single employee.
Discounting personal values or beliefs, a strong HR
Professional must address the relationship before it becomes
a liability to the company AND treat both halves of the
"couple" equally EVEN IF one happens to be an owner (or
manager).
6) Your organization is about to face a short-term rise in
demand that necessitates hiring ten production employees,
one supervisor and two engineers. You must hire highly
qualified candidates for these positions EVEN THOUGH you
know the employees will be eliminated within two months. A
strategic HR Professional must learn to balance the
company's needs with what is "right and fair" for a potential
new employee - and to resolve both situations effectively.
The Human Resource profession, having emerged from the shadows of "personnel management," serves as a vital watchdog for industry AS WELL AS an essential advocate for employees. People within this critical role must be consistent in their actions (and unafraid to act) as they insure compliance with a myriad of employment-related legislation and ever-increasing regulatory activities. HR is not for the weak of heart - or for the "lover of people" anymore (if it ever were). Within today's complex world, two paraphrased national advertising campaigns might appropriately describe the Human Resources profession (and a strong HR Professional). Buick might say that this "isn't your father's field" and American Express would warn not to "leave home without one." Not sure if your assets are covered appropriately? Give us a call - we are here to help with ALL your Human Resource needs!
EXECUTIVE UPDATE
Featuring: Ari Weinzweig
