The Face Behind the Desk: What HR Tells You About a Company’s Soul

In the world of business, people often focus on leadership, strategy, and market dynamics when analyzing a company’s potential. However, one silent yet powerful indicator of a workplace’s health is often overlooked: the Human Resources team.

Types of HR Professionals: The Real Gatekeepers

Throughout my career, I’ve encountered many types of HR professionals. Some were a true blessing — cooperative, welcoming, and proactive in solving problems. They greeted new staff with a smile, treated departing employees with dignity, and ensured the workplace culture was one of support rather than fear.

Others, unfortunately, represented the exact opposite. These HR individuals lacked the basic etiquette of communication — not even bothering to send automated rejection replies to candidates who spent time and effort applying for a role. This isn’t just about courtesy. It’s about the values of the institution.

The First Red Flag: HR Behavior Before Hiring

The behavior of HR during the recruitment phase is often a crystal-clear indicator of the organization’s environment. If HR fails to communicate respectfully with candidates during this early phase, how can we expect them to treat employees fairly once hired?

This is why I always advise professionals: assess the HR as carefully as they assess you. Their communication style, professionalism, and empathy are not personal traits — they reflect the organization's culture and values.

My Philosophy as a Leader: Respect Starts at HR

When I was responsible for overseeing HR functions, I made it a point to emphasize dignity and positivity. I instructed the team to always greet employees with a smile, treat every inquiry — no matter how small — with importance, and most importantly, never use HR as a tool of fear or punishment. HR, in my view, should be a support system, not a surveillance unit.

Most HR Teams I Worked With: Truly Remarkable

I want to be fair. The majority of HR teams I worked with were excellent. They were cooperative, cheerful, and showed high emotional intelligence. They worked side by side with operations, not above them. They supported staff, solved conflicts with integrity, and became a cornerstone in the success of the facilities.

But Then There Was That HR Team…

Let me share a true story from a business I once observed closely — one that failed, unsurprisingly. The HR team there was unlike anything I had ever seen.

They were more involved in operations than the actual operations team, constantly bypassing department heads and interfering in decisions they had no understanding of. They showed blatant favoritism to people of their own nationality, pushed forward unqualified individuals, and marginalized competent staff who simply “didn’t belong.”

Worse still, they frequently terminated staff without valid reasons and then went to great lengths to delay or deny rightful end-of-service payments — exploiting bureaucratic loopholes and twisting policies.

That wasn’t just unethical. It was a sign of deep institutional failure. The HR department wasn’t just bad — it was toxic. And when HR becomes toxic, the entire body of the organization becomes infected.

Final Thoughts: HR Reflects the Soul of the Organization

If there’s one lesson I’ve learned through decades of experience in healthcare leadership, it’s this: HR is not a department; it’s a mirror. A mirror that reflects the core values, integrity, and future of the institution.

So, whether you’re a job seeker, a department head, or a CEO — watch the HR. How they treat others is exactly how they will treat you.