A New Year, A New Perspective: A Career Coach on How HR/People Can Support Your Career.
- pauseandempower
- 4 days ago
- 5 min read
At the start of this year, I saw a very established (US-based) LinkedIn-er share this statement:
“HR exists to manage risk for the company, not to help us. Understand this so we know how to proceed… and prepare.”
Cue a collective intake of breath from people professionals everywhere as the post gathered global momentum. 😱 (I’ve used the People title for the last 5 or so years, but I do see that HR is still widely used, so am utilising the simple “HR/People” format to cover all bases!)
That’s why this statement caught my attention. Not with frustration, but with curiosity, insight and a little sparkle. Because having spent decades working in UK HR and employee experience, I believe this view is dated and overly simplistic. It overlooks the reality of the modern, progressive HR/People function — and, more importantly, it misses a valuable opportunity for you to understand how HR can support your career from the inside out.
As a career coach, I often work with people at moments of reflection — not just when they want to change jobs, but when they want to position themselves more effectively within their organisation, strengthen their voice, or move further up the ladder. Coaching isn’t always about a dramatic fresh start; it can be about improving what you already have and learning how to navigate it with confidence and clarity.
As we step into 2026, this feels like the perfect moment to rethink what HR/People actually can — and should — do for both organisations and the people within them.
HR/People Myth-Busting: Are They Really Just “Risk Managers”?
It’s true: traditional HR did have a heavy compliance and risk component. Ensuring policies were followed, processes adhered to, and legal landmines avoided was, and still is, part of the job. But reducing HR/People to “risk management for the company” is like saying a cafe only exists to wash mugs — technically true, but utterly missing the point.
Let’s look at what recent research and practice tell us about where HR/People really sits today.
📌 HR’s strategic role has expanded far beyond compliance. A global HR/People trends study shows that formal HR/People strategy adoption grew — and HR/People priorities now include talent development, retention, leadership growth and employee experience — all strategic drivers of organisational success. Workplace Journal
📌 HR/People is increasingly becoming a business partner — not just a policy enforcer. Reports emphasise the shift from administrative tasks to strategic collaboration with leadership to help organisations adapt and grow. Session
📌 HR/People is a bridge to better work-life balance, employee wellbeing and performance outcomes. Key UK research highlights HR/People’s central role supporting managers and organisational change — clear evidence that HR/People is about people and performance. CIPD
So What Is Modern HR/People, Really?
Instead of just managing risk for the company, progressive HR/People teams today are:
🧠 Strategic Partners
HR/People don’t just implement policies — they works alongside business leaders to shape strategy. In organisations where HR/People contributes to strategic discussions, HR/People are seen as much more effective in meeting organisational needs. hrcentre.uk.brightmine.com
In the New Year, think about HR/People not as a gatekeeper, but as a navigator — someone who helps the organisation and its people move forward in an aligned, sustainable way.
💬 Champions of Wellbeing and Engagement
Risk mitigation is part of HR/People, but not in isolation. Modern HR/People plays a leading role in wellbeing, retention and support systems because these elements directly affect performance, motivation and loyalty — all business outcomes, too.
Progressive HR/People recognises that people who are healthy, engaged and valued are the people who deliver results. This aligns beautifully with the philosophy I’ve held throughout my career: well-rewarded, well-managed teams deliver outcomes — whether that’s profit, innovation, or productivity.
📊 Data-Driven Decision Makers
Companies are increasingly using real-time analytics within HR/People to understand engagement, retention, performance trends and workforce planning — evidence that HR/People’s remit isn’t just about “keeping people safe from missteps”, but about anticipating opportunities and challenges alike. BePro
Why This Matters to YOU in Your Career
If you’ve ever wondered whether a good HR/People team has your back, this is where context helps.
Yes — HR/People does help protect the company’s interests. That’s part of any organisation. But in forward-thinking workplaces — the ones you want to be part of — HR/People doesn’t operate in a vacuum or in dogmatic service to just one stakeholder. Instead, HR:
✅Helps create fair, transparent and supportive policies that improve employee experience
✅ Partners with managers to build performance cultures that are humane and effective
✅ Advises on career development pathways and skills growth
✅ Champions wellbeing, equity and inclusion efforts that make work better
✅ Helps organisations navigate change with humanity rather than fear
In such environments, HR/People’s work benefits everyone — employees and employers alike.
So if you’re kicking off the New Year thinking about your next move, career growth or how to navigate work transitions — don’t dismiss HR/People as merely a corporate watchdog. In progressive organisations, they are your strategic partner too.
HR/People and You: A Fresh Perspective for 2026
Here are three ways to reframe the HR/People narrative for your career development:
1. See HR/People as a Navigator, Not a Gatekeeper
Instead of preparing for conflict, collaborate. Approach HR/People proactively if you’re exploring role growth, career pathways or constructing performance conversations. They want to help you succeed — because your success translates into organisational success too.
2. Use HR/People Data to Empower Your Decisions
Find out whether your organisation uses people insights (surveys, engagement scores, retention analytics). These are not just “bureaucratic” tools — they can give you language and leverage in career conversations.
3. Partner with HR/People in Building Positive Change
If you see opportunities — for wellbeing, learning and development, or culture improvements — bring them forward. Great HR/People professionals love working with employees who care about making work better.
A Final Thought: HR/People is Human Too
It’s easy to caricature HR/People as the “enemy of the employee” — but that’s not only unhelpful, it misses the reality. HR/People professionals are human beings wrestling with complex organisational dilemmas — legal frameworks, costs, productivity goals, competing expectations, and people’s real lives.
The best HR/People teams don’t choose sides — they help create conditions where individuals and organisations thrive together. And that’s something worth celebrating as we step into a fresh year.
So here’s to 2026 — may it be a year where HR/People is recognised not merely as a risk reducer, but a people champion, strategic partner and ally in your career journey.
If you feel ready to make that change, contact me to arrange a 30 minute FREE Discovery Call.
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