I have been asked to collect "evidence" against someone when what was really needed was a conversation. It feels like HR is used as the enforcer instead of the bridge. When do you push back against being seen as the disciplinarian?

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Communication always seems to be the root of the problem. Whenever someone comes to me, I always ask/say, “Did you speak with the person? Did you have a conversation? I advise you to do that first. If you need my assistance, I’m happy to provide support, but having me (HR) have the conversion for you is not the best first step”. I want people to feel empowered to resolve their own issues/conflict… not come to me every time to save them. And in all honesty, when people can find resolution without HR, it typically ends much more positively.

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Yes, that’s exactly it. People skip the hard conversation and expect HR to clean it up. We are supposed to be a bridge, not the school principal handing out punishments.

Why isn't the department head/manager providing the evidence? And why isn't the same person having that conversation. HR is to help guide conversations and ensure evidence is supported. We can ask clarifying questions for understanding. And if said person provides evidence, then we can dig a little deeper, IF NEEDED.

We are all set up differently 😔

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