[nicksbg]

When it comes to this I think that the main problem is with hiring practices of people opa. If you do not have people with education either in legal/economy psychology you are not getting good People Ops team. You need to have a maximum value team.

Also, an HR that has a right education can and will pushback against decisions that do not make sense such as removing employee that has essential know-how knowledge and that brings a value to the team.

The problem is that a lot of people in management do not want to hear feedback and only want to be surrounded by positive thinking and people that they can micromanage (even while the ship is sinking). Hiring people that do not have right education is basically a way to avoid any feedback and criticism, while having people that will do work that they are not really educated for, but happy because of the salary.

Another problem is gender disproportion in this field.

You can't expect a literature major in HRBP role to understand micro and macro organization of the business and how it is affected by various stuff.

[tonymet]

It’s a major problem, but also a deliberate component HR’s power strategy.

[nicksbg]

Aye, but fixing this also fixes operational cost and other long-term costs. There is no power without knowledge+experience especially in high level roles.

In the end, HR should extract the most value for the company, trying to combine interest of both employees/company into calculation. Sometime, the interest of an individual manager is not what is in the best interest of the company.