Why Workplace Relationships Matter in HR
HR professionals operate at the intersection of nearly every organizational function. The quality of these relationships directly affects HR's ability to get things done. An HR professional with strong relationships can implement changes smoothly, gather critical information early, build support for initiatives, and influence decisions. The SHRM Body of Applied Skills and Knowledge (BASK) includes Relationship Management as one of the nine behavioral competencies tested on the SHRM-CP and SHRM-SCP exams.
Foundations of Strong Professional Relationships
Trust and Credibility
Trust is the currency of professional relationships. In HR, trust is earned through maintaining confidentiality, following through on commitments, providing accurate guidance, and being honest even when the truth is uncomfortable. Trust is also fragile; a single breach of confidentiality or broken commitment can damage relationships that took years to build.
Empathy and Understanding
Empathy means taking the time to understand what managers and employees are experiencing. This does not mean agreeing with everyone or abandoning organizational responsibilities. It means demonstrating genuine care and showing that you understand their perspective.
Consistency and Reliability
When you are consistently responsive, fair, and professional, people know what to expect from you and are more comfortable seeking your guidance. Inconsistency erodes confidence.
Value Creation
HR professionals who consistently provide useful guidance, solve problems, share relevant information, and make their colleagues' jobs easier build relationships that are valued and maintained.
Building Relationships Across the Organization
With Senior Leadership
Learn the language of business. Frame HR discussions in terms of business impact. Seek opportunities to present at leadership meetings and participate in cross-functional initiatives.
With Managers
Be accessible and responsive. Provide practical, actionable guidance. Help them develop people management skills. Support them through difficult situations. Proactively check in on their teams.
With Employees
Build trust through accessibility, fairness, and genuine commitment to their wellbeing. Be transparent about limitations. Communicate as early and honestly as possible about changes.
With Cross-Functional Partners
Understand each function's priorities. Speak their language. Be a collaborative partner rather than a gatekeeper. Look for win-win solutions.
Learn more in our leadership competency guide.
Relationship Challenges in HR
The dual role challenge. HR serves both the organization and its employees. Navigating this requires transparency, fairness, and commitment to finding solutions that serve both parties.
The confidentiality challenge. Managing tension when colleagues feel HR is withholding important information requires being transparent about why certain information is confidential.
The enforcement challenge. HR is sometimes responsible for enforcing unpopular policies. Explain the reasoning behind policies, look for flexibility within guidelines, and demonstrate that policies serve long-term interests.
The neutrality challenge. In conflict situations, both parties often want HR to take their side. Maintaining neutrality requires skill, patience, and clear communication about HR's role.
Assess your skills with our diagnostic tool.
Start Practicing Today
Building strong workplace relationships is both a career-long practice and a testable competency on the SHRM exams.
Create your free account to access practice questions covering relationship management, stakeholder engagement, and all SHRM behavioral competencies.