Who is HR for HR?

I recently attended an event with HR leaders, and a central theme was: Who supports HR? For most, the answer was “no one.” While we may share bits with family, friends, or therapists, HR leaders largely face challenges alone.

Let’s be honest: you can’t go to your CEO and say you’re burnt out or feel like things are falling apart. We are expected to carry on, supporting our employees, HR teams, and leadership. We need to be there to help everyone else – but who is helping us?

In the last decade, HR’s role has shifted dramatically. Today, we are seen as trusted business partners and advisors. We have a seat at the executive table. Our voices are heard in the important conversations about company direction and strategy. And at the same time, we are also still a risk management function. A compliance function. Sometimes a payroll function. In fact – that’s predominantly the view of HR functions to this day: 63% of CEOs feel that HR is an administrative function.

The past five years, however, have pushed HR leaders further. The pandemic, economic fluctuations, and social movements have forced HR to evolve into a strategic partner in business resilience. Suddenly, HR is not only responsible for people management but also for being the voice of empathy in crises, ensuring employee well-being, and adapting to remote or hybrid work cultures.

With this transformation comes an immense emotional burden. HR leaders now absorb the stress of the entire organization, mediating between employees and management, often handling high-stakes situations like layoffs, conflict resolution, or mental health crises. And in many cases, HR leaders are also the sole decision-makers for critical areas such as employee relations and performance management strategies. It’s no wonder why 53% of HR leaders polled by Hogan feel burned out, and 44% say their stress has increased dramatically in the past year.

Given these challenges, it’s more crucial than ever for HR leaders to invest in ourselves and build support networks. Before we can help our teams, we need to put our own oxygen masks on first, establish healthy boundaries, and prioritize our health and wellbeing. Connecting with peers through events like Aspire, DisruptHR, or our Mosaic Insiders Network can provide a much-needed outlet and resource for shared experiences and solutions. Additionally, Mosaic offers an HR advisory service – a true “HR for HR.” With this service, you can retain a strategic HR consultant for ongoing support. Whether you need help brainstorming a benefits strategy, sharing best practices on performance reviews, or seeking guidance on elevating your HR team, we’re here for you. Think of us as a partner in every aspect of your HR journey, just a phone call away.

Building strong networks and leveraging resources like Mosaic’s HR advisory service isn’t just a luxury – it’s essential for staying effective and resilient. As we help others thrive, we should be just as committed to our own growth and well-being. You don’t have to do this alone.