HR Isn’t Just Broken—It’s Dangerous

HR Isn’t Just Broken—It’s Dangerous

DEI dysfunctionLet’s get one thing straight: the state of HR isn’t just disappointing—it’s dangerous.

 

While leaders pour millions into engagement surveys, DEI pledges, and “strategic” HR partnerships, most organizations are still fighting the same people problems they faced a decade ago. Why? Because HR isn’t doing what it’s supposed to do.

It’s not a lack of effort. It’s a lack of impact.

HR’s Downfall: A Culmination of Disconnect, Capability Gaps, and Inconsistency

If HR was a business unit, most CEOs would have shut it down by now.

Let’s look at the facts:

  • HR often talks business without truly understanding it.

  • There are massive capability gaps, especially when it comes to data fluency, strategic thinking, and inclusive leadership.

  • There's no consistency in how HR shows up. What one CHRO considers "progressive," another sees as "risky."

It’s no wonder senior leaders sidestep HR to drive real results.

The HR Trend Machine Is Stuck in Neutral

If you’ve read a trend report from 2016 and one from 2024, you’ll see the same things:

  • Prioritize DEI

  • Reimagine performance reviews

  • Empower managers

  • Build culture

In other words, we’re going in circles. HR trends haven’t evolved because the function hasn’t evolved.

And while we wait for change, employees disengage, burnout spikes, and inclusive talent walks out the door.

The CEO Knowledge Gap

Most CEOs know HR isn’t delivering. But few understand why—or what great HR should actually look like.

They rely on their CHROs to guide them, but when HR is misaligned, CEOs end up chasing surface-level solutions:

  • A new engagement platform

  • A quick DEI training

  • An external consultant to run “leadership development”

These are distractions. Not strategy.

CEOs don’t need to become HR experts. But they do need to know enough to spot the gaps and demand better.

The Strategic Partner Myth

Let’s kill the fantasy that HR is already “at the table.”

Yes, some CHROs are true strategic partners. But they’re the exception, not the rule. Too many are still focused on admin, not impact—buried in policies, busy with compliance, and scared to challenge power.

A seat at the table means nothing if you don’t use your voice.

So, What’s Next?

It’s time to expect more.

If you’re a CEO, ask yourself:

  • Can HR demonstrate a measurable positive impact that they've made to the overall performance of my workforce?

  • Do they challenge me—or just agree with me?

  • Are our people systems inclusive by design, or just performative?

If the answers make you uncomfortable, good. That’s where change begins.

This is the first step in redefining HR.

And I’m not here to make HR feel better. I’m here to help CEOs build something better.

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