I had a call yesterday with a lovely lady from Jacksonville, she got me thinking…
When we refer to stress, burnout, and workplace challenges, it’s easy to forget one department that often bears the brunt: Human Resources. Despite being the ones who support everyone else, from onboarding to employee wellbeing initiatives, HR professionals themselves often face unique pressures. The irony? HR’s critical role is frequently misunderstood or taken for granted, leaving these professionals vulnerable to the same (if not higher) levels of stress as those they’re tasked with supporting.
We expect HR to be the rock of the organisation.
We lean on them for hiring, managing difficult conversations, navigating conflicts, supporting wellbeing, and handling redundancies. Yet, we rarely ask: Who supports HR? HR professionals are exposed to all the psychosocial risks that come with any workplace—intense workloads, high expectations, tight deadlines—and often without the resources or recognition that others receive.
Consider an HR manager at a medium-sized firm.
They’re expected to manage recruitment, handle performance reviews, develop training programs, and support mental health initiatives. In between these responsibilities, they’re fielding questions, managing employee grievances, and often handling redundancies and terminations. All of this while dealing with the same company culture, management decisions, and policy changes that everyone else experiences. It’s a high-stress role, yet HR professionals often lack access to the same resources they work tirelessly to provide for others.
Where has this happened?
A recent survey from Personnel Today found that 79% of HR professionals experience stress at work, with over half reporting symptoms of burnout. And with the added strain of economic uncertainty, HR professionals have been at the forefront of difficult decisions and rapid changes—often without the support or recognition they deserve. This highlights a serious gap in organisational thinking: while HR is responsible for employee wellbeing, their own wellbeing is frequently overlooked.
The Misunderstood Function of HR
There’s a common misconception that HR’s role is purely administrative or that they exist solely to protect the organisation. In reality, HR is responsible for much more than paperwork and compliance. They’re tasked with creating a healthy workplace culture, managing talent, and navigating complex interpersonal issues. But to do their job effectively, HR needs support too. They need access to mental health resources, a manageable workload, and the freedom to make impactful decisions without being bogged down by conflicting expectations.
How Can Organisations Support HR?
If businesses want HR to continue supporting employees, they need to recognise the importance of HR wellbeing. Here are a few steps organisations can take:
- Acknowledge HR’s Challenges: Recognise that HR is exposed to the same stressors as everyone else- and often more. Show appreciation for their work and offer specific support for the unique challenges they face.
- Provide Access to Mental Health Resources: HR professionals should have access to counselling, mental health days, and support networks just like other employees. They can’t fully support others if their own mental health needs aren’t being met.
- Encourage Peer Support Networks: Create forums or groups where HR professionals can connect and support each other. Sharing experiences and advice can provide much-needed validation and encouragement.
- Reduce Role Overload: HR professionals often wear multiple hats. By streamlining responsibilities and allowing HR to focus on core functions, organisations can help prevent burnout and make workloads more manageable.
- Invest in Professional Development: Provide HR with training, not only in their core responsibilities but also in managing stress and building resilience. Supporting their development demonstrates commitment to their long-term wellbeing.
Let’s Talk
As companies continue to evolve, it’s essential to remember that HR is not just a function; it’s a group of people. People who feel the pressures, stresses, and uncertainties of work just like everyone else. If we want to create truly supportive workplaces, we need to start by asking, What about HR? When we support those who support others, we create a culture of empathy and resilience that benefits everyone.
