"You're in HR. You're the expert. You fix it. Stop gossiping."

That's what the President of a mortgage company said to me—rattled off in frustration during a meeting. The context? An employee who had been "partying" with the President crashed his car, received a DUI, and got an additional charge for concealing a weapon.

As an HR professional, my mind immediately went to the critical questions:-

Is this employee bringing a weapon to work?
What's the potential impact on employee safety?
How does this situation reflect on leadership and affect staff morale?

Instead of collaborating to address these serious concerns, I became the target of the President's anger. I endured a tirade for thirty minutes as though the employee's reckless behavior was somehow my fault. In my mind, I retreated to a scene from The Real Housewives of Beverly Hills where everyone's trying to talk about "The Homeless, not Toothless" scene.

The Double Standard

"The most common form of bullying of the HR professionals surveyed was 'undermining professional integrity,' meaning HR professionals are being made to feel inept in their jobs or having employees or colleagues go over their heads to get a higher-up decision. This can cause a severe confidence crisis in those being bullied.

Just under a third of participants were bullied by an employee with whom they were involved in an HR issue, which suggests there needs to be a change in culture or attitude towards HR professionals' role in organizations." The International Workplace

Side note: Try "googling" HR being bullied. You will find hundreds of articles about the HR Bully and the HR Gaslighter. By the way, if you are an HR Bully, leave HR. Life is hard enough—and you are just an employee, too.

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An common example is the cowardly C-Suite executive who orders the termination of her "so-called" friend: "Fire him next week when I'm in Aspen."

The terminated employee blames HR and swears that this would not be allowed if the Cowardly C-Suite Executive was here. (People HR can't fire people without approval.) HR is expected to clean up every mess, yet we're rarely given the tools or support to do so effectively. It's the classic case of being blamed for problems we didn't create, handling terminations without support, and sending Pappy's whiskey to Bermuda for their annual meeting.

Personal Experiences

I've been screamed at, threatened, falsely accused, and nearly punched—all while trying to uphold policies and protect the company's best interests. In one particularly absurd situation, a mid-level manager, failing miserably at his job, slammed his hands on the desk and yelled, "I'm angry in this chair!"

All I could think was, "Why don't you try sitting in another chair?"

These experiences aren't just frustrating—they're demoralizing. HR professionals are human, too, but we're often treated like punching bags. When we succeed, the angry chair manager gets a six-figure bonus, and we get write a policy for voicemail.

Why Is This Behavior Accepted?

So, why is bullying HR professionals so familiar?

1. Scapegoating: When things go wrong, blaming HR is more effortless than confronting systemic issues.

2. Power Dynamics: Executives often see HR as subordinates, not equals, even though our role is critical to organizational success.

3. Cultural Norms: Many workplaces still operate under the outdated belief that HR is just there to "fix people's problems," ignoring the strategic value we bring.

The Silver Lining

The rise of AI and data-driven decision-making is starting to expose poor leadership behaviors. While nepotism will still protect some individuals, the transparency provided by technology is forcing organizations to address issues they've long ignored.

What Needs to Change

Bullying HR professionals isn't just unfair—it's counterproductive. Organizations need to:

Empower HR: Give HR leaders the authority to hold everyone, including executives, accountable.-
Foster Respect: Promote a culture where HR is seen as a partner, not a scapegoat.
Encourage Feedback: Create safe spaces for HR professionals to report toxic behaviors without fear of retaliation.

Final Thoughts

HR professionals are the backbone of healthy organizations. It's time we stopped tolerating double standards and started demanding the respect we deserve. What are your thoughts? Is the HR Department compromised because we are employees, too? If HR continues to be scapegoated, will Unions rise again? Have you experienced similar challenges in your role? Let's start a conversation about making workplaces better for everyone, including HR.

If you're a C-Suite Executive, remember that Chairs do not have feelings.

Merry Holidays.

#HRlife #RHOBH #Corporatehumor #HRbullying