OK, certainly that HR exists there to protect the interests of the company, and less to protect the employees, however, how do they protect the interests of the company if they do not protect their best employees in any way? I pretty much knew that HR would not help me resolve the serious conflict I had with a colleague, but I didn’t think they would be so indifferent either.
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To the poster who said "I pretty much knew that HR would not help me resolve the serious conflict I had with a colleague, but I didn’t think they would be so indifferent either"
They dont do a thing. A person can be taken to HR for bullying, intimidation and serious harassment and all they have to do is claim that they have "mental health issues" or are part of a "minority" group and get away with it. Next time, dont bother going to HR. Call the police from your desk. Maybe they will take their workplace harassment policy more seriously.
HR = Hired Response, always Lawyer Up
The comment about documenting and recording everything is so important. The statement about Canada/Alberta being a one consent state is correct about recording conversations, so always assume HR or whomever is recording you.
I know of someone who was laid off earlier this year, and he recorded conversations with HR and management, and then once let go and received severance, he sent the recordings to someone internal causing an internal s***storm, and there was nothing the company could do. Fellow competing midstream company. Party on and record on.
HR has slightly different responsibilities. It's not strange that they didn't take your side. I recommend a site https://hrforecast.com/ that will help you understand personnel decisions and choose the right strategy.
Let me get you a 'hurt feelings and i'm offended' report to file with HR. Welcome to the internet. If you are so easily triggered don't read the site.
The go-to response of people without a quality retort - label the contrary opinion a shill. Not imaginative at all.
Never worked in HR. But after 25 years in large companies, to me the need for it is clear. People are... just... terrible.
Found the shill who built a career in HR so she never has to put in a full honest day of work in her life :)
HR didn't come out of nowhere. Companies don't create expense-only departments on a whim.
HR exists because people are a pain the proverbial mule. They don't have to create drama - they have to swim in the pre-existing ocean of it. Look at this forum.
HR are somehow always addicted to drama. That's why they entered their "profession."
Doesn't matter who you work for, HR are all sycophants at the end of the day. It's sad how much a little bit of power they have over a persons career can go to their tiny heads. Never trust HR, get everything in writing, and if you communicate with them in-person, use an app to record the conversation. Also, download an app that records cell conversations. Canada and Alberta are one consent jurisdictions. As long as you consent, you're all good :) Also never trust company nurses or doctors. Document everything.
"Are you new here?"
Nope.
If you declare your only official path to resolution as being career limiting and best not followed, then what can I say? It's a wonderful little self-fulfilling prophecy, and a perfect reason to lament your situation without needing to do one little thing to change it.
The "human" has long been taken out of HR.
Are you new here? Its very unlikely to have a positive affect on your career and health, taking your issues to HR.
I've been asked twice to appear as a witness during HR investigations of behaviour. Both took about 2 months to complete. One I know the outcome of (knowing one of the people involved well), one I don't But in my experience, they were thorough.
If you start a respectful workplace violation claim, the gears will start to turn. If not, though, you're just complaining. See "inter-personal squabbles" above.
HR couldn't care less about your inter-personal squabbles. It's there to protect the company's interest if the complaint involves them.