HR: A Friend or Villain?

Every time someone asks me what I do for a living and I tell them I’m an HR professional, the response is almost always the same: “Oh, you guys are feared by everyone!” It always makes me think—why is that the first reaction people have? Has HR really earned the reputation of being the “villain,” or is it more complex than that?

Throughout my career, I’ve experienced both sides. There are people who view HR as a trusted partner and someone they can turn to for help. But others see us as the ones to be feared—the “villains” who only show up when something bad is about to happen. So, the real question is: Is HR a friend or a villain?

HR as a Friend

In one of my previous roles, I worked in an open desk environment, always making sure I was accessible and welcoming to anyone who needed to talk. I encouraged employees to approach me whenever they had concerns, questions, or even just wanted to chat. That open-door mindset created strong connections. To this day, when I visit that office, I’m greeted with so much love and respect, and I still receive messages from former colleagues asking for advice. That level of trust and respect doesn’t happen by chance—it’s the result of being present, transparent, and truly invested in the people.

This is what HR should be: a friend and ally, there to support employees in their growth and well-being. It’s about:

? Listening: Being the first point of contact for employees to share their concerns or challenges.

? Providing Solutions: Giving employees the tools and resources they need to thrive in their roles.

? Ensuring Fairness: Making sure that everyone is treated fairly and that policies are applied equally to all.

When HR takes this approach, we become a partner employees can trust, and that’s when we’re seen as a friend.

HR as a Villain

But on the flip side, I’ve also heard stories from employees in other organizations where HR is rarely visible or approachable. They tell me that their HR partners don’t respond to emails or give them solutions to their queries. Instead, HR only seems to show up when things are going wrong—disciplinary issues, layoffs, or when a policy needs to be enforced.

That’s where the “villain” label comes from:

? Tough Conversations: HR is often involved in handling the hard situations—layoffs, performance issues, or disciplinary actions—and those moments stick with people.

? Corporate Protection: There’s also the perception that HR exists solely to protect the company’s interests, which sometimes makes employees feel neglected or unheard.

? Lack of Presence: When HR isn’t consistently present or responsive, employees start to feel disconnected. And when people feel unsupported, they naturally start seeing HR as part of the problem.

How We Can Change the Narrative

So, is HR a friend or a villain? The reality is, we walk a fine line between protecting the company’s interests and advocating for employees. But HR doesn’t have to be feared—it’s all about how we choose to engage with our people.

Here’s what I’ve learned about how we can be both effective and trusted:

? Be Proactive: Don’t just show up when things go wrong. Build relationships with employees throughout their journey, so they know HR is always available.

? Communicate Transparently: Be clear about the reasons behind decisions and policies. When employees understand the “why,” they’re far more likely to trust our intentions.

? Focus on Well-being: Make employee satisfaction and development a priority. When people see that HR genuinely cares about their success, it changes the way they view us.

At the end of the day, HR doesn’t need to be seen as the villain. With the right balance of transparency, support, and visibility, we can be both the trusted friend employees need and the valued partner the company relies on.

What’s your take on this? Have you experienced HR as a friend or a villain? I’d love to hear your thoughts!

Be the ‘Human’ in HR

- Rino