I share my thoughts and experience on what it is like in a standalone HR role. I'd love to hear your experiences and how you have navigated the challenge. My inbox is open!

I'm sure all of us in people roles can recount a good HR nightmare or two, some we can't share, ones no-one would believe if we did, but we don't let them deter us from our innate belief that your last day at work, should be as good as your first. Why? Because we care deeply and passionately about people, and business performance.
We understand the correlation between employee happiness and productivity and thanks to research from Oxford University, we can now put a figure of 13% on the increase in the latter, when the former is true. Our goal is to foster a working environment that enables everyone to do their best work and that is good for business, right?
Yet that is rarely people’s perception of us.
A quick scan of posts across LinkedIn by peers over the past few days shows people asking questions such as ‘HR are always supporting others, who is supporting them’ and ‘Is HR the loneliest role in the business.’ I can certainly resonate with feeling lonely at times throughout my decade in HR. Whilst my role covered the full employee lifecycle, and I interacted with colleagues at all levels in the business - that support didn't always exist for me.
Findings from HR Software provider Personio’s survey of 500 HR professionals, published only a couple of weeks ago (14 January ’25) found 52% have experienced burnout in the past 5 years. 4 in 10 cited an excessive workload and 55% wished they could focus more of their energy on improving company culture to affect business outcomes, acknowledging Oxford Uni’s findings that happy workers drive a healthier balance sheet.
Alongside the strategic projects, the operational and ER work, I received phone calls from colleagues newly bereaved, those impact by relationship breakdowns, caring responsibilities and parents juggling work and childcare responsibilities. I supported those facing the impact of mental and physical health challenges, and hidden disabilities, yet I had no experience or expertise in having those conversations - a 2 day Mental Health First Aid course simply isn't enough.
So, what is the answer?
It will be different for all of us, but certainly from my experience in a standalone role, finding your own network is crucial. Connecting with others that understand the unique set of challenges you face trying to be an all-round awesome generalist, that can blend business acumen with a people first approach, can give you peace of mind that you are not alone. Having a network that you can sense check things with, ask for advice or share your wins with is a joy, especially when you can’t spin that metaphorical office chair round and do that with a colleague.
Coaching or mentoring can help your personal and professional development, another key consideration for us, when we have no one within our business that has knowledge or expertise in our field for us to learn from. Conferences, webinars and CIPD resources are also helpful, but there is something more impactful about finding the right people you can meet up with, whether online or in person.
If your experience of working in a standalone HR role is similar to mine, you are welcome to join me on Thursday 12 June ’25 at my first HR Retreat in Surrey. It is a day I would of loved to have attended myself and one I am excited to be facilitating.
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