That's Not HR's Job: What Every Leader Needs to Know.
“Have you ever caught yourself thinking, ‘That’s an HR issue’? Or handed off a tough employee conversation because, well... isn’t that what HR is for?”
Quick preview of what’s coming:
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Common misconceptions about HR
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What’s actually a leader’s responsibility
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How to work with HR, not dump on them
The Misunderstanding: What HR Isn’t
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HR isn’t your clean-up crew.
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HR doesn’t manage your people — you do.
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HR doesn’t sit in on every performance conversation, nor should they.
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You hired the person. You supervise them. You’re responsible for their development, feedback, and accountability.
🎤 “HR can’t lead your team — that’s your job.”
What HR Actually Does
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Builds systems, policies, and frameworks.
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Provides guidance and support — tools, training, coaching.
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Ensures compliance and reduces risk.
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Helps with hiring systems, onboarding structure, documentation processes.
🛠️ Think of HR as the architect. But you still have to swing the hammer.
The Leadership Cop-Outs We See Too Often
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“Can you talk to them for me?”
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“Can you make this go away?”
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“Just write them up.”
👎 Let’s be honest: These are usually avoidance tactics.
💬 Reality check: Leadership isn’t just about vision and big ideas — it’s about handling the uncomfortable stuff too.
What Great Leaders Do (With HR’s Help)
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Use HR as a strategic partner, not a dumping ground.
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Ask for support in:
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Crafting clear expectations
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Building a performance plan
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Understanding legal/compliance boundaries
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Then… take ownership of delivering the message and following through.
✅ Great leaders own their team’s success — and their challenges.
Next time you’re tempted to punt a people issue to HR, pause and ask:
“Is this something I need to take ownership of?”
Reach out to HR, not to hand it off, but to get their insight — and then lead through it.
Because at the end of the day, the best workplaces aren’t built by HR departments — they’re built by leaders who show up for the hard stuff.
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