HR Working to Change Its Corporate Image

HR often gets a bad rap within organizations. Or at least a neutral/lukewarm rap. Most people don’t directly interact with HR staff on a day-to-day basis, and their impression of that function is based on a handful of touchpoints during events like onboarding, open enrollment and performance reviews. This sometimes creates an impression of a largely administrative, tangential department.

Beating the Admin Perception

The perception of HR as merely an administrative function is a persistent challenge that limits HR’s potential to impact an organization strategically.

According to Lattice’s 2025 State of People Strategy Report, based on responses from over 1,000 HR professionals and functional managers, this perception is a significant barrier to HR’s growth as a strategic partner. The report finds that “more than a third (38%) of managers still view HR’s function as administrative,” while almost one-fifth (19%) see HR as primarily an extension of senior leadership, executing directives rather than shaping strategy.

Recognizing Critical HR Contributions

This perception problem undervalues the critical contributions of HR in fostering a productive, engaged workforce. HR’s responsibilities extend far beyond paperwork and policy enforcement; it plays a crucial role in managing talent, building company culture, and implementing DEI and people-management strategies.

The report underscores that the challenges HR faces today—including declining employee engagement, widening skills gaps, and the evolving role of AI—require a strategic, forward-looking approach that directly influences an organization’s success.

Shifting Perceptions

To shift perceptions, HR teams should strive to make their value more visible and foster a deeper understanding of their role. This can be achieved by aligning closely with other departments and showcasing HR’s contributions to business outcomes.

As Lattice’s report points out, “HR needs to reinforce its strategic positioning within the organization,” which includes proactively communicating how HR initiatives support broader organizational goals, from workforce productivity to leadership development.

HR can also strengthen its strategic role by emphasizing its contributions in key areas like DEI, employee engagement, and skills development. Highlighting the measurable impacts of these initiatives, such as increased retention rates or improved employee satisfaction scores, can help demonstrate the value of HR’s work beyond traditional administrative functions.

In a dynamic, rapidly changing business environment, the strategic insights and leadership provided by the HR function are indispensable. By repositioning itself and demonstrating clear alignment with organizational objectives, HR can build a stronger partnership with managers and establish itself as a crucial driver of organizational growth and resilience.

Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.

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