The HR employee often appears friendly—greeting you with a smile on your first day and speaking in a neutral tone when sending internal emails. But to many employees, they are more than just a regular staff member. They are seen as someone who holds hidden strings that could threaten their career stability. So, is HR merely a mediator between management and employees? Or is it a role that knows too much and reveals too little?
HR expert Eng. Murtada Al-Shalabi outlines six reasons why some employees see HR as a quiet but formidable adversary:
1. They Have Access to Everything You Don’t Know About Yourself
The HR employee doesn’t just have your personal file—they hold your psychological profile as well. Through performance reports, manager evaluations, meeting notes, and even informal complaints or remarks, HR builds a broader image of you than you may imagine. This image isn’t shared with you or reviewed with you, but it’s used to make decisions about your professional future.
Why does it unsettle employees that one person holds all this information?
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Because it feels like a secret file is circulating about them without their knowledge.
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Because some evaluations are based on impressions, not facts—and can't be contested.
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Because having all that data centralized in one hand grants unchecked power.
2. They Smile at You Today, But May Write a Report Tomorrow
In casual conversations or spontaneous meetings, HR can seem warm and understanding. But that friendly demeanor can later transform into an internal report sent to management, filled with observations based on what seemed like trivial behavior. An inappropriate joke or a frustrated tone in a meeting might later be cited to justify action against you.
Why does the friendly facade feel unsettling?
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Because the relationship is imbalanced: you're open, but they silently evaluate.
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Because you never know when a word is harmless—and when it becomes evidence.
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Because the kind face hides a constant surveillance role.
3. They’re Involved in Termination Decisions Without Taking Responsibility
When termination decisions are made, the HR employee is present as the recorder and messenger. But behind the scenes, they’ve likely contributed to the evaluation, collected data, and maybe even recommended the decision. This duality makes their presence unnerving in any serious workplace discussion.
Why does this dual role scare employees?
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Because they hide their real responsibility behind vague administrative terms.
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Because they act like it’s purely a managerial decision, even if they shaped it.
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Because they wield authority without visibly being a source of power.
4. They Keep Your Secrets—But Never Forget Them
Many employees assume HR is a safe space for complaints or workplace venting. They talk to HR about stress, manager conflicts, or delayed resignation plans. But what is shared in a moment of vulnerability might be stored in HR’s memory—and surface at the worst time: in a promotion meeting, during a performance review, or after a small mistake.
Why are professional secrets at risk with HR?
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Because employees don’t know whether their disclosures will truly stay confidential.
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Because what’s said honestly can later be reinterpreted negatively.
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Because in corporate life, the line between venting and self-incrimination is thin.
5. They Shape How the Company Sees You
HR may not be your direct supervisor, but they help define your professional image within the organization. Through performance evaluations, behavior monitoring, report reading, and recommendations, HR contributes to building a complex impression of you—one that might not fully reflect reality but is treated as the truth.
Why is being judged by an indirect party concerning?
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Because you don’t get a fair chance to challenge or correct that impression.
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Because you might be held accountable for a reputation, not your daily work.
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Because it feels like a “story is being written about you”—without your input.
6. They Manage Employees—But Their Loyalty Is to Management
On paper, HR is responsible for employee well-being and improving the work environment. In practice, however, they’re corporate enforcers—implementing company policies even when it hurts employees. In disputes, they often side with the organization, justify its decisions, and defend them under the banner of “business interests.”
Why is trust difficult between employees and HR?
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Because HR has no real room to oppose management, even when injustice is clear.
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Because they balance outward empathy with inner alignment to policy.
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Because when conflict arises, they choose to stand closer to power—not emotion.
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