this post was submitted on 09 May 2025
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Who would have imagined that a department called "human resources" wouldn't have your best interests in mind?
If you think about the phrasing of the title “Human Resources”, it makes sense that they are not your friends.
Let’s look at the definition of the word resource:
Those definitions describe disposable commodities; easily replaceable. The adjective “human” simply refines what type of disposable and replaceable commodities that the department deals with.
If you want someone to be your advocate your best interests at a job, you’ll need to hire a lawyer. In the meantime, make sure you take notes, and follow everything up with an email (bcc your personal email a copy of each correspondence).
If your state allows one-party consent, you can even record conversations; be very aware that despite being legal, it will likely get you fired with prejudice if anybody finds out you’ve been recording them without their knowledge.
The local library is a disposable commodity; easily replaceable.
It could also be interpreted as "resources for humans", but you're spot on
tbh I think that's kinda the point, it's corporate doublespeak.
That's why forward-looking and thoughtful tech companies call them "People ops," which changes absolutely nothing about what they do.
You can also join a union.
You’re right. But it’s not feasible for everyone. e.g. As a North Carolina state employee, I am legally not allowed to join a union.
“The local library is a valuable resource.”
I wouldn't call the local library a disposable commodity.
Where I'm working they rebranded HR to ✨"People & Culture"✨ so I don't know what you mean. With that name, they simply must have our best interests in mind instead of always siding with the higher ranking individual.
Weird, at my company they changed it to "flesh asset repair and removal."
Found the meatbag Amazon warehouse employee
Aperture science?
This was a triumph! I'm making a note here, "Huge success!"
Most functional HR departments actually do have the workers best interests at heart, because protecting the company and not screwing over workers usually has a ton of overlap. But HR does a lot more than handle workplace disputes.
I had a boss and mentor who happened to have a hot headed streak. He lost his temper with his boss during a meeting and was brought into a meeting with HR over it. He was able to spin the meeting with HR so it became as much about his boss's failures to be an effective leader as it was about his inappropriate behavior so it ultimately worked out for him
Nah, HR is the employers support. The Union is the employees support.
Check this out, it works: https://www.sverigesingenjorer.se/kollektivavtal/the-swedish-model/