Unveiling the Power Play: Why HR Always Sides with Management and What You Can Do About It


As an employee, have you ever felt that Human Resources (HR) always sides with management? You’re not alone. HR departments are known for being the bridge between the company and its employees, but their loyalty seems to be to the former. In this article, we will explore the reasons behind this phenomenon and what employees can do to address it.

The Role of HR

What is HR’s Purpose?

Before we dive into the reasons why HR seems to side with management, it’s essential to understand the purpose of HR departments. The primary function of HR is to support the company’s business objectives by managing employee-related activities. These activities include recruiting and hiring, training and development, performance management, compensation, and benefits.

HR’s Responsibility to Employees

Although HR’s primary function is to support the company’s business objectives, they also have a responsibility to the employees. This responsibility includes ensuring that employees are treated fairly, have a safe and healthy work environment, and receive the compensation and benefits they are entitled to.

Why HR Sides with Management

HR’s Loyalty to the Company

One of the reasons why HR departments tend to side with management is their loyalty to the company. HR professionals are employed by the company, and their salaries are paid by the company. As a result, they may feel obligated to support the company’s goals, even if it means going against the employees’ best interests.

HR’s Role as the Gatekeeper

HR departments are often seen as the gatekeepers between the company and its employees. They are responsible for managing employee-related activities, including performance management and disciplinary actions. This responsibility puts them in a challenging position, as they must balance the company’s interests with the employees’ rights.

HR’s Limited Power

HR departments have limited power within the company. They can make recommendations to management, but they cannot make decisions on their own. This limited power means that they must rely on management to implement their recommendations. As a result, they may be hesitant to go against management, as it could jeopardize their effectiveness.

What You Can Do About It

Build Relationships with HR

One way to address the HR management power imbalance is to build a positive relationship with HR. This relationship can be built by reaching out to HR for guidance and support when needed, providing feedback to HR on their performance, and participating in HR-sponsored events and programs.

Speak Up

Another way to address the power imbalance is to speak up. If you feel that HR is not acting in your best interest, voice your concerns. You can do this by scheduling a meeting with HR or your manager, writing a letter or email, or participating in an employee satisfaction survey.

Join a Union

If you feel that your concerns are not being heard, consider joining a union. Unions represent the collective interests of their members and can negotiate with management on behalf of employees. Joining a union can give you more leverage when addressing issues with HR and management.


In conclusion, HR departments are often seen as the bridge between the company and its employees. However, their loyalty seems to be to the company rather than the employees. This loyalty can be attributed to their role as gatekeepers, limited power, and obligation to support the company’s goals. To address this power imbalance, employees can build relationships with HR, speak up, and join a union.