Katherine Kleyman’s Post

The mistrust in HR often stems from a misunderstanding of its purpose, but perpetuating the belief that HR is not on the employee’s side only worsens the problem. When people are discouraged from trusting HR, they avoid seeking support or reporting concerns. This silence can lead to unresolved issues, toxic environments, and even greater harm to employees and the organization as a whole. HR’s role is not just to ‘support the business’ but to do so by fostering a healthy, safe, and growth-oriented environment for employees. When employees are well-supported, engaged, and able to thrive, the business naturally thrives too. HR acts as a bridge, ensuring that both employees’ needs and the company’s goals are met in a balanced way. HR works as a STRATEGIC PARTNER. By perpetuating the idea that HR can’t be trusted, we contribute to the very problems we’re trying to avoid—alienation, unresolved conflicts, and workplace toxicity. Instead, we should empower HR by working collaboratively to ensure they’re accessible, transparent, and aligned with the values of trust and fairness.

HR is hired to protect the company. That is not a lie, that is the truth. Unfortunately that is their role, someone has to do it. For employees, keep all personal matters private, even issues in the workplace.. I would never advise anyone to share concerns with HR. They do not care. They will not protect you or your rights. If you want someone to represent you, go join a union where at least someone will try to protect you and your rights. That's the best opportunity you have for “security”, otherwise you need to be self-employed. Be resourceful, look for a positive company culture that invests in their employees growth and development. If they mention they are a “family” run, fast.

Great advice Katherine Kleyman that 'Your conversation with HR will stay confidential.' is not always true. As an HR Professional for 25 years on many occasions I’ve been asked “Geoff, I have to tell you something but you must keep it confidential.” My response everytime has been, “Think carefully before you disclose anything to me. If by law or company policy I must act on the information you give me I cannot guarantee confidentiality. This includes if I believe you or someone else is breaking the law, breaching a company policy or is in danger of self harm, then I must act on the information. “ Probably about 85% of the people will then disclose the information and 15% will choose not to share the information with me. I’m being very transparent about my role. HR is there to support performance and the business strategy through an amazing culture and processes underpinned by human capital who are to be kept safe and treated with respect. That’s it.

I might add that a good way to avoid these 'confidential conversations' is to move on before they ever happen. In all candor, most people know when it's time to move on but inertia, perceived comfort and perceived professional safety prevent them from assessing their situation with eyes wide open and a clear head. Changes in ownership, new management and dubious company performance should all be flashing red lights for an employee. New leadership almost always wants new people. So: Keep your resume chronologically and linguistically current. On your resume, talk more about your accomplishments and less about your tasks. And unless you're moving up quickly, winning big awards (and bonuses) and the like, never stay with one company more than 5-7 years. If you do, you're getting stale (in the employer's eyes), ripe for layoff and you're falling behind current marketplace compensation for your skills and expertise. You should be an employee of impeccable integrity and dazzling performance. But forget loyalty. That's meaningless and will usually end up damaging your career.

I take care of the interests of the company and employee. Taking care of employees is in the best interest of the company. Sometimes employees are not reasonable and I tell them that. It’s a balance. So many times I have had an employee say to me I want to tell you something, but I don’t want you to do anything or tell anyone. My standard line - I’m not a priest. I’m here to hear your concerns and try to fix them. You may tell me something I legally must respond to. There’s never been a time that the employee said ok then, never mind. They still spill their guts. If I can address their concerns and be confidential, I do. Sometimes it’s not possible and the employee must stand up and be seen to make things better.

I'll say these things are not only for a conversation with HR, they apply in many situations. You should speak less, listen more all the time! You have one mouth and two ears for a reason! Taking notes is the only way you can remember what was discussed. And this applies to being on a phone call with a credit card, cable company, or any other important call or meeting, When you answer more than what was asked, you are providing more info into the truth which is exactly what investigators are searching for! It is not that you should never sign anything on the spot, you should read everything before you sign it. As someone who has completed workplace investigations for 10+ years, I have always had anyone that I have met with regarding investigations sign the notes I took to verify they are accurate. Again in every situation, not just with HR. As an HR professional I send follow ups after each meeting with managers, or other team members. I believe HR walks on a tightrope everyday. We are working to keep the company out of court and legal trouble in general while we are making sure employees are all treated fairly. This statement is just WRONG! Remember: HR's job isn't to protect you. Their job is to protect the company FROM you.

As someone who spent much of his career in HR, I would say that I spent much of my time trying to protect people from other people. HR is there to protect the company, but part of doing this is to promote good employment practices. I know many other HR people who would say the same. HR, like any community, has its share of "bad eggs". However, to generalise this on the basis of a story is taking it a long way. Yes, many people on here will support your line, but then complainers usually do shout louder in life. I recall times when I myself was treated badly by HR, and also by "authority". But then there were many times I was also treated well - but the bad memories always stick more, and are talked about more. Perspective would be helpful in talking about this.

As you are someone who makes a living suing companies that did not do the right thing, I understand your view. However, this is a narrow take on what HR does and you paint with a broad brush. Attorneys and legal departments do a larger part of the protecting. HR done right protects employees too because when employees are protected, people in your line of work cant sue. Its fact- when HR ensures compliance and that laws, policies and best practices are followed- lawsuits don't happen. That protects everyone. If HR is protecting the company from an employee- it means the employee is doing something they should not be. I once had to protect a construction crew and the public from an employee operating heavy equipment while under the influence. By doing so, the company was protected along with all the people put in danger by this person. I fully understand that not all companies and HR departments operate with ethical behavior. I've seen it first hand. However the same can be said of employees. And attorneys. And I'd imagine you wouldn't want to be lumped in with the unethical lawyers who give the profession a bad reputation. Ditto for us HR pros who pride ourselves in doing things the right way.

This post makes me sad. Without a doubt, there are bad HR people out there, just like there are bad people out there. However, I do believe that HR has gone through quite the evolution in the past few years, and the majority of the HR leaders I coach are in it to create great cultures, not “protect” the company! The part that’s disturbing is that we as a profession still get tagged and defined as “personnel”, and it’s posts like these that propel that stigma forward. I encourage you to join some HR meetings because you might be surprised.

I just want to comment on the words that was said, "HR job is not to protect the employee, but to protect the company from the employee." It's not totally true. Bear in mind that we, in this profession walks like on a tightrope everyday finding the balance between left and right. The balance between ethical and and not, and keeping the organization upfloat through all the rules of law. If anyone finds your HR person seems to be not on your side, there's two possible reasons to it. One, maybe you are in the wrong side, or two, your HR person is a lap dog. A "yes ma'am or yes sir" person. A rubber stamp if you will. But keep in mind that your HR person is also human, like anyone else. They have their own personal interests to protect. Human who are not perfect like everyone else. Yet, not all HR person are the same. So please do not generalize that we protect the company from the people. It's not what the ethics we follow. At least to me.