Most employees grow up in their careers believing HR is the place to go when something feels wrong. The HR team is supposed to be neutral, professional, and committed to protecting fairness. But what happens when the very person at the top of HR is the one crossing the line?
It’s not just awkward. It can shake the foundation of trust inside a company. If the department designed to uphold ethics and values fails, employees are left wondering: Who protects us now?
What You Can Do When HR Is the Problem
1. Collect Clear Evidence
Before making any moves, ensure you have documented instances of misbehavior. This could be emails, testimonials, or any other tangible proof. Remember, it’s essential to differentiate between a one-time mistake and a pattern of inappropriate behavior.
2. Seek Counsel
Before addressing the issue, it’s always a good idea to get a second opinion. This could be from a mentor, a trusted colleague, or even an external HR consultant. Their unbiased perspective can help ensure you’re seeing the situation clearly.
3. Address It Directly (If Safe)
While it might seem intimidating, sometimes direct communication can solve the issue. Schedule a private meeting with the Head of HR and express your concerns professionally, ensuring you focus on the behavior and not the individual.
4. Escalate if Necessary
If the direct approach doesn’t yield results, or if the behavior continues, it may be time to escalate the issue. This could mean speaking with senior management or the company’s CEO. Again, ensure you approach the situation with facts and a clear outline of your concerns.
5. External Mediation
For situations that don’t seem to find a resolution within the organization, consider bringing in an external mediator or an HR consultancy firm. They can provide an unbiased review of the situation and recommend appropriate steps.
6. Decide If the Culture Fits
If all else fails, evaluate if the company culture aligns with your personal values. Sometimes, the best option may be to seek opportunities elsewhere, where professionalism and respect are embedded in the organizational fabric.
Why HR Missteps Are So Damaging
When leaders in HR fall short, the impact isn’t contained to a single incident. It sends ripples across the company:
- Trust erodes fast. If HR plays favorites or mishandles sensitive issues, employees begin to question whether complaints will ever be taken seriously.
- Culture takes a hit. People notice double standards. Morale dips when the rules don’t apply equally, especially to those enforcing them.
- Turnover increases. Studies show that employees who lose trust in HR are far more likely to disengage or start job-hunting. In fact, HR Acuity’s 2023 report found that only 58% of employees who experienced or witnessed misconduct actually reported it, suggesting that 42% did not—often because they doubted the issue would be addressed appropriately or feared repercussions.
How Companies Can Prevent HR Misconduct
Employees should not be the only line of defense when HR leadership goes wrong. Forward-thinking organizations build safeguards, such as:
- Independent compliance committees
- Clear whistleblower protections
- Regular external HR audits
- Leadership training that applies to everyone — including HR
Final Takeaway
While the role of HR is crucial, it’s essential to remember that they, too, are fallible. Addressing misbehavior, especially from those in positions of power, is never easy. However, these situations can be navigated and resolved with professionalism, tact, and a commitment to ethical standards.
Always prioritize the well-being and mental health of yourself and your colleagues, and ensure that workplace standards are maintained for everyone, regardless of their position.
