HR: The Department of “NO”
(check back here soon for an expanded version of this blog!)
As a longtime HR Director I can’t tell you how often my peers (or even occasionally my leaders) called me and my organization the department of “NO”. They would say things like “You never tell me YES, it’s always NO – When I have an innovative idea, the only thing I hear from you is that I can't do that—it’s too risky, or That violates policy,” or worse – “Why can’t you be part of the team and help us do what we need to do”?
The truth? We aren’t there to block progress—we are the guardians of compliance, culture, and people-first strategies. In a world of ever-changing laws, and the need for “belonging and employee well-being”, our "no" often protects the organization from bigger headaches down the line. Yet, this stereotype persists because HR teams are often siloed, reactive rather than proactive.
Does it have to be that way? Of course not! However; we will be the department of “NO” as long as we keep telling our businesses “NO”. Sure, sometimes it’s amazing how far out of the realm of possibility some ideas can be, but if we truly want to be seen as a strategic partner in the business, we should never flat out say “NO” without having alternatives to their ideas.
I’ve worked with dozens of professional teams, and the teams where HR is seen as a true strategic partner all did these 5 things consistently:
1) Bring HR to the table EARLY Stop treating HR as the clean-up crew after decisions are made.
2) Translate “No” into “Here’s a better way”. Train (and empower) HR to never say “no” without offering at least one viable alternative.
3) Translate compliance into business terms leaders understand. Leaders understand money and profitability a lot better than legalese.
4) Co-own metrics with the business. Measure things that matter to your organization. HR needs to have skin in the game just like every other part of the organization.
5) Celebrate the wins publicly Every time HR enables something cool, amplify it. Leaders remember stories, not policies.
What if we reimagined HR as the "Department of How"? Leaders empowering HR to collaborate early in decision-making. HR, leaning into strategic advisory roles—turn those "no's" into "yes, but here's a better way." I've seen transformative results when HR partners with those they support: faster innovation, stronger retention, and a thriving workplace.
