More HR Hate: Back At ya!

My brother Kev shared this with me to get a rise out of me. At first I was going to ignore it but I decided to weigh in publicly and defend my former function, mainly due to this uninformed person’s take. Here is a link to a NY post article by Jennifer Sey, who runs start up XX-XY Athletics: “I’ve Ditched HR to Free My Company from the Social Justice DEI Police:

https://nypost.com/2025/06/20/opinion/ive-ditched-hr-to-free-my-company-from-the-dei-police

When I first saw this (there is a viral video as well) I immediately thought, ok, this person must of had an early run in with HR due to some kind of performance or behavior problem. That’s often the case with haters.

Next I reviewed some of her comments about what HR was before and is now, and it is clear to me that she may be making things up as she goes. First off, regardless of what you think about DEI policies and such, HR is the implementer, not the decision maker. Show me an HR department implementing policies you may not like, and I’ll show you a CEO that is blessing it, and a government demanding it.

Next, she mentions that annoying people sometimes inhabit HR. She does have a point here but again, show me an HR department filled with wannabe cops and merciless scolds and I’ll show you the CEO that LOVES it. Further, if we are going to talk percentage of a–holes per capita, there are plenty of other disciplines that attract them. It runs the gamut. The issue with them being in HR, is that they touch you and your life more, so you notice it more. Many CHRO’s, myself included, worked hard to get credible people on our teams.

Next, a bit on what HR is and isn’t. Jennifer mentions that HR used to be recruiting, benefits and payroll. Actually what is now HR was developed as a function, first under the “personnel” moniker decades ago, to manage a large basket of activities that effect people from performance management to labor relations to compensation and much more than she mentions. If Jennifer is lucky enough to grow her business, she may learn that she needs these kinds of specialized functions and talent.

Finally, this comment that “They don’t produce anything” and “don’t innovate”. Right. They find find the talent you need. They push you to develop and train them and provide the resources to do so. They help hold them accountable when you will not. They create talent management systems and curate discussions to make sure your best are retained. And yes, they do clean up when you and the rest of the team fail.

I worked for a great company for 32 years that valued HR and made it a strategic function. I’d get some cheap shots occasionally and mostly ignore them. One of my favorite factory managers once said to me, over beers, “Steve, why HR?” and my reply was “Someone will be needed to perp walk you when it’s your time to go!”

Here is my parting cheap shot: What happened Jen? Did you get written up for poor performance? Did HR reassign your favorite parking space? Did you apply for an HR job and get rejected? Lighten up Jen, its never the function, its always the leaders that tolerate mediocrity.