Reframing the Role of HR in the Workplace

I can’t tell you how many interviews I’ve had for HR roles or meetings with clients where I’ve asked this same question:

“How have you been functioning without HR up until this point?”

In other words, who has been handling these responsibilities, and what problem are you looking for HR to solve?

This question is incredibly revealing. It gives real insight into why business leaders have decided to bring HR into their organisation at that specific moment.

And let me tell you..if the answer is something like, ‘Oh our Managers have been doing it all but we have a couple of difficult team members we’re looking to move on’ that is a straight-up red flag.

HR is not the clean up crew…

First of all, delivering feedback or having performance-related conversations with team members is only ever truly effective when built on a foundation of trust, respect, and rapport. A new HR hire should not be the one coming in and handling those difficult conversations. That’s a leadership responsibility.

HR’s role should be to coach leaders, providing them with the skills and tools to navigate these conversations effectively, not to be the one doing the dirty work leaders have avoided.

What you really want to hear from an employer or small business owner when they’re hiring for HR is something like:

“We want to grow our business to the next level and invest in our people”

“We’re committed to developing a high-performing, sustainable organisation”

“We want to build a culture where our employees thrive”

That’s when you know the business sees HR as a true strategic partner, not just someone to fix past mistakes.

Beware of the Red Flags

If you walk into an HR role without asking the right questions, you risk getting bogged down in admin-heavy, low-impact tasks. If the business isn’t ready to invest in HR as a growth function, or bringing you on board as a key player as part of the start up team, you’re likely signing up for frustration, burnout, and resentment.

HR as a True Business Partner

When HR is brought in with the wrong mindset, employees will see them as nothing more than a problem fixer or a scapegoat for someone who is just there to fire people, manage admin, and take on the tasks no one else wants to do.

HR should be:

• A trusted partner who drives sustainable growth.

• A change-maker who adds real value to people’s working lives.

• A strategic leader who helps build a thriving culture.

So, if you’re considering an HR role (or hiring for one), make sure the foundation is right. Because when HR is positioned properly, it doesn’t fix problems it prevents them from happening in the first place.