Everything You Need to Know About Going to HR

When you’re at work, you’re focused on doing the best job you can. But sometimes you might need help beyond your typical daily duties—whether that’s understanding your benefits, hiring and onboarding new team members, participating in training programs, or even resolving conflicts. Not getting the answers you need can lead to disengagement, which Gallup reports cost the US economy nearly $9.6 trillion in 2024.

Fortunately, you don’t have to go it alone. Your human resources department exists to provide essential support in these and other areas. Here are some guidelines on what human resources is—and what it isn’t—and how to ensure a successful partnership with these colleagues who are ready and waiting to help you and your company thrive.

What Is an HR Department?

Human resources (HR) has come a long way from its task-based origins as the Personnel Department. Today’s HR professionals strive to nurture a productive, harmonious work environment through hiring, training, and otherwise supporting employees.

What do HR teams do?

HR teams are the foundation of both employee engagement and organizational success. Here are just some of the key services they provide:

• Manage recruitment and onboarding, ensuring that the right people are hired, and that they have the right introduction into the company
• Supervise compensation and benefits such as health insurance and paid time off
• Oversee performance management, conflict resolution, and training
• Safeguard compliance with labor laws and protect employees against issues including harassment and discrimination

Why is HR important?

HR teams are the secret sauce in ensuring that both employees and the company thrive in a healthy environment. Working primarily behind the scenes, they help keep the company on the right side of workplace laws, address employee concerns, drive employee engagement, and solve problems to support the company culture and job satisfaction so the organization can keep running smoothly.

What can HR help with?

Because they are so invested in both the company and its employees, HR teams manage and support just about every part of a successful workplace. Here are some ways they can help create an efficient, effective, and encouraging workplace:

• Hiring and onboarding: When it comes to attracting and acquiring top talent, all roads lead to HR. These experts reach out to both traditional and creative outlets for candidates, guide the hiring process, and help integrate new hires into the business.
• Managing benefits: If you get a paycheck, have health insurance, and enjoy paid time off, thank your HR team—the ones who ensure your total compensation package is a key reason you love your job.
• Tracking time and pay: We all want to be properly compensated for our contributions to our employer, and HR proactively monitors hours worked, pay rates, and other related aspects to ensure fair and accurate pay.
• Training and development: Learning is a lifelong process, and HR works to help employees at all levels continue their formal and informal education. This professional growth helps employees excel in their current roles, advance into new opportunities, develop into effective leaders, and help the organization succeed. Nearly two-thirds of HR leaders report they prioritize training that helps their managers become more effective.
• Staying compliant: HR keeps its finger on the pulse of current and evolving labor legislation and regulations that might affect the company, and ensures legal compliance to protect the company and its employees.
• Resolving conflicts: Nothing stunts productivity and morale like conflict. HR teams can act as the neutral party to mediate disputes and restore peace to the workplace. HR takes reports of bullying seriously and initiates investigations when necessary to help maintain a respectful and supportive work environment.
• Putting safety first: It may sound cliché, but it’s true—nothing should be more important to a company than the safety of its employees. HR keeps the organization aligned with safety regulations and responds to safety concerns to minimize the risk and liability of injury to everyone at the company.

Is it good to reach out to HR?

By its very definition, human resources exists to support people. You should feel entirely comfortable reaching out to HR for work-related issues, from inquiries about your time off or requests for training, to concerns about harassment or reports of unsafe conditions. You bring the question, including documentation and ideas for resolution, and HR will help you find the answers and improve the situation.

When should I contact HR?

You don’t want to be known as a complainer, but you also want to be sure both you and your company are operating legally and fairly. And sometimes you just have a policy or procedure question that only an expert in your company’s employee relations can answer. Here are some of the top situations when it’s time to reach out to your HR representative.

If something illegal is going on

Witnessing illegal activity at work can be surprising and even frightening. You may want to clam up and forget it happened, but you have a moral and legal responsibility to report it. Whether it’s drug use, financial fraud, health and safety issues, Equal Employment Opportunity violations, or any other shady situation, HR is the place to go. Your HR team is legally obligated to investigate and take any necessary corrective action.

If you’ve experienced discrimination or harassment

Tell HR about any form of inappropriate conduct or unfair treatment, particularly related to personal characteristics or status such as race or religion. This behavior isn’t just ethically wrong; if unreported, it can also have serious legal consequences for the perpetrator and the company. Don’t tackle this one alone—bring in the HR team to file a formal complaint.

If you’ve witnessed unprofessional behavior by a colleague

Anyone can have a bad day at work, but no one has to tolerate ongoing toxic behavior such as emotional or physical outbursts. That’s when to go to HR about your coworker. Your HR team is empowered to step in and help with counseling, training, or, in a worst-case scenario, termination.

If you have a question about compensation or employee benefits

HR manages your pay, health insurance, and other benefits, so it’s the best place for reliable answers to your questions about your compensation or coverage.

If you have a medical or personal problem that affects your ability to work

Life happens. Whether it’s the birth of a baby, an injury that prevents you from doing your job without accommodation, a serious medical concern, an ailing parent who needs support, or any other personal or medical issue that can affect your work, HR can help. The team is trained in available protections such as the Family Medical Leave Act (FMLA) that can help connect you with the time and resources you need to navigate the situation.

If you can’t resolve a workplace problem

Taking the initiative to try to solve issues directly with a colleague or supervisor is a responsible thing to do. But even all-stars strike out. A good rule of thumb is the “three strikes” rule—when three attempts to resolve the issues have failed, your HR team can come off the bench to mediate a mutually agreeable solution. And if you’re a manager with a troublesome employee, HR can help you navigate your company’s disciplinary policies, including, if necessary, termination.

When should I not go to HR?

While your HR department can be a valuable partner in dealing with issues at work, it’s not the solution to every workplace situation you might face. Indeed, running to HR with irrelevant grievances can raise tensions rather than lower them. Here are some circumstances when you should find outlets other than HR to resolve the problem.

If you and a coworker are having minor conflicts or personality clashes

Even in the happiest workplaces, people sometimes don’t get along—but that doesn’t make it an HR issue. If you’re actively or passively butting heads with a colleague, try resolving things yourself by having a respectful conversation with the person who is the source of your angst. You may both discover new perspectives and new ways of working.

If You Haven’t Talked with Your Manager First

Before escalating an issue to HR, talk to your direct manager. Managers can help resolve many problems without involving HR. Bringing up a concern with your supervisor shows initiative and helps avoid unnecessary escalation.

If you feel the need to complain about company policies

If you wish you had another two weeks of vacation or you want to wear flip-flops to a no-open-toe-shoe office, there’s not much HR can do. Unless you have a compelling reason why a policy change will benefit the company, it’s probably going to remain just the way it is.

What should I have ready if I go to HR?

It’s not exactly preparing for battle, but when bringing an issue to HR’s attention, you do need to gather all your information and evidence. That way, your HR partner can fully understand the situation and present all the possible next steps.

Start with hard copies or screenshots of letters, emails, texts, or other documentation. If it’s a complaint about a coworker, log what happened, including dates and times. If you’re concerned about how your performance is being viewed, compile a list of your tasks, how you accomplished them, and how you feel they weren’t properly assigned or valued. A well-documented, thoughtful presentation will help your HR team help you.

If any eyewitnesses can support your claims, bring a list of their names—or, even better, written statements sharing their points of view.

Perhaps the most important thing you can bring to the table is a rational, viable solution. What do you want HR to do, and what are you prepared to do to make it happen?

When should I go to my manager instead of HR?

Sometimes, it just takes someone with a bigger-picture view to help resolve conflicts. Your direct supervisor may be able to offer practical advice and negotiation to improve a situation. When one of the following scenarios arises, before getting HR involved, start with your manager.

If you don’t understand why you didn’t get that promotion or assignment

Missing out on an opportunity you wanted can be disheartening. The good news is it can also be a valuable opportunity to learn more about the company’s priorities and any skill gaps you can fill to better prepare yourself for the next promotion or project. Your supervisor can offer insights on knowledge or experience that can position you for a win next time.

Document your conversation, and take the initiative to add those missing assets to your toolbox. Of course, if you keep getting passed over and your manager can’t justify it to your satisfaction, then you should start talking with your HR representative.

If you’re unhappy with the work processes, expectations, or environment

Your supervisor should be familiar with your work situation, so if you want something to change, make time to talk with your manager about your concerns. Together, you may be able to brainstorm ways to adapt or even improve things to make the workplace better for everyone.

If you’ve unsuccessfully tried to handle a minor interpersonal conflict

You’ve tried to get that difficult coworker to get you critical information in a timely manner, be on time for meetings, quit talking behind other colleagues’ backs, or stop putting every single call on speakerphone for everyone to hear. Now it’s time to get your manager involved to help find ways to mend this broken business relationship.

What to do if you don’t have an HR department

Some companies don’t have a formal HR department, but that doesn’t mean you have to let workplace questions or issues go unanswered. Your manager or another company executive may be able to offer information, instruction, and, if needed, intervention. You can also check out your employee handbook for guidance on policies and paths to resolving issues. If the issue is more serious and you can’t fix it internally, employment law specialists, labor boards, and other external resources may be able to help.

Why HR isn't a luxury—it’s a necessity

HR teams are woven into the fabric of the organization, touching hiring, benefits, training, safety, compliance, conflict resolution, and so many other threads that come together to create a positive, productive work environment.

Here at BambooHR, we’re proud to have created a platform that brings all of these elements together in one place to support the HR professionals who support your company and its employees. For more info or a free demo of our best-in-class HR solutions, capabilities, and integrations, visit our website or get in touch with us today.