Human Resources as Conflict Resolution

The human resources department, HR, frequently acts as a mediator between employees and managers, quickly responding to conflict and ensuring employers do not violate the rights of employees. Human resources personnel settle workplace disputes through interpreting company policies and employment and labor laws. The human resources department follows conflict resolution procedures to successfully reach an acceptable outcome for all parties.

Employee Complaints

Responding to employee complaints, human resources deals with allegations of unfair treatment, unfavorable working conditions and disputes between coworkers and managers. HR clearly explains workplace codes of conduct and offers solutions and compromises. The department determines the appropriate disciplinary action, if necessary, and files details of the events.

HRCI Global Professional in Human Resources (GPHR)

Labor Relations

Acting as a liaison between employers and labor unions, human resources implements labor relations programs, settles labor disputes that could possibly lead to strikes or litigation, deals with bargaining agreements and such employee relations matters as contracts, wages and salaries, benefits and pensions. When disputes arise or union representatives and employers cannot agree, HR negotiates terms and helps the parties reach a decision.


Allegations of discrimination, harassment and unfair treatment also fall within the purview of human resources. If an employee feels he has been discriminated against or is the victim of harassment, human resources is the first step in resolving the matter. The department investigates the claim, establishes its validity and also interprets equal opportunity and anti-discrimination laws to see if the employer is in compliance. HR offers a remedy to the situation or assists employees with filing formal charges.

Workplace Injury

Human resources prevents potential conflict if an employee sustains an on-the-job injury. Employees must first notify human resources of the incident so HR can promptly open a worker’s compensation claim. If the injury is the result of the employer’s negligence, HR can counteract potential lawsuits by ensuring the worker receives medical attention and compensation for his injuries and lost wages.

2016 Salary Information for Human Resources Managers

Human resources managers earned a median annual salary of $106,910 in 2016, according to the U.S. Bureau of Labor Statistics. On the low end, human resources managers earned a 25th percentile salary of $80,800, meaning 75 percent earned more than this amount. The 75th percentile salary is $145,220, meaning 25 percent earn more. In 2016, 136,100 people were employed in the U.S. as human resources managers.

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