Companies of all sizes rely on human resource management (HRM) to keep business running smoothly and efficiently. HRM focuses on effectively organizing, coordinating, and managing a company’s current employees. This includes various actions, including recruiting, hiring, onboarding, training, compensating, retaining, and motivating.
Coursera Staff, https://www.coursera.org/articles/human-resource-management
HR professionals also develop and enforce policies and procedures that help ensure employee safety, including adhering to federal and state laws that may work to protect employees’ private information and ensure their physical safety and mental and emotional well-being.
Isn’t HR the “bad guy” when it comes to standing up for employees? Aren’t they only there to protect the company?
No. At least not the way I see it.
I was so fortunate to spend six years working under the most incredible director of human resources in a large non-profit, and that really showed me the human side of human resources. She understood the importance of our company being people-first, and recognizing that every single person that worked there has a life outside of their job. She was a valuable coach to many people around the organization, and encouraged leadership to engage with their employees to problem solve rather than punish when an employee was underperforming.
I believe that this is what HR, or People Operations as it’s starting to be called in some arenas, should be.
While, yes, in some ways, HR is about the company and motivating employees to achieve business goals, I believe that HR is about much bigger things.
- Empowering Others: My early work with TANF recipients showed me the real challenges individuals face when entering or re-entering the workforce. This experience sparked an interest in how HR can serve as a genuine ally and resource, not just an administrative function.
- Transformative Workplace Environments: My role in a large non-profit, particularly my progression from training coordinator to training manager, allowed you to see firsthand the impact of effective HR practices. I witnessed how strategic HR leadership can create supportive, transparent, and empowering work environments that benefit both employees and the organization.
- Passion for Diversity, Equity, and Inclusion: Through my experience in the non-profit sector, I have developed a deep commitment to Diversity, Equity, and Inclusion (DEI). My passion extends beyond promoting fairness—it’s about harnessing diverse perspectives to strengthen organizations and create truly inclusive workplaces. Building an equitable and welcoming culture is both fulfilling and complex. HR plays a critical role in developing strategies that not only support diversity but also ensure that every employee feels valued and has opportunities to thrive. This requires ongoing education, open dialogue, and, at times, navigating challenging conversations to drive real and lasting change.
- Alignment with My Values: My experiences have shown that a career in HR offers the opportunity to make a positive, lasting impact by developing policies and initiatives that help employees thrive. It aligns with my desire to work in an environment where you can advocate for inclusivity, employee development, and a culture that supports personal and professional growth. It aligns with my desire to help people, but in a way that can develop change with a lasting impact for many.
HR professionals are often tasked with developing policies that support both business goals and employee welfare, which can sometimes be conflicting priorities. My job I work in currently isn’t an HR, or even HR related, position. However, the company just had a LOT of layoffs, and witnessing the impact of this on the rest of the workforce was heartbreaking – and it hit me that I’ll have to be on that side of the table in some of these conversations, potentially. Difficult conversations have always been something I struggle with, so this will be some deep work I will need to do within myself to become better in this ability.
“What sets her apart is her leadership potential. In addition to her role, she actively engaged in our Diversity, Equity and Inclusion work group as a co-leader and advocated for a culture where everyone can thrive and feel a sense of belonging. These experiences have given her invaluable hands-on knowledge of the HR field and the importance of workplace culture. She has worked collaboratively with peers, guided fellow staff, and shown the ability to solve complex problems with creativity and thoughtfulness—key qualities for a future HR leader.
My HR Director at a previous employer
She is a diligent and dedicated individual, with a clear vision of how she intends to contribute to the HR profession. Her focus on increasing knowledge, combined with her practical experience, has prepared her to make a meaningful impact on the organizations she works with. She consistently demonstrates the values of integrity, inclusivity, and empathy—qualities that are essential for success in the HR field.
I have no doubt that Melissa will make significant contributions to the HR profession…”
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