Your All-Solving HR Team Also Needs Support: Who Supports the Supporters?
“An HR professional notes down the next issue while solving the current one.”
Even if they don’t say it out loud, most HR specialists think this way often. Because HR teams are the invisible heroes of organizations—they recruit, onboard, develop, motivate, solve conflicts, calm down crying employees, and rewrite sharp managerial emails into gentler ones. But let’s pause and ask one question: Who’s there for them?
This article is a reminder that even those who constantly solve problems need solutions themselves.
HR Is Human Too: Systems That Give Constantly Will Eventually Burn Out
HR professionals are often the pillars that keep a company standing. But like every department, they face limited resources, overwhelming workloads, and ever-changing priorities. While building company culture, managing recruitment, handling payroll, compliance, training, and internal communications, even taking a breath can feel like a luxury. Especially when the expectations sound like: “Let’s fill those open positions immediately—with perfect candidates—and stay within budget.”
But can an HR professional stay consistently motivated while juggling all these responsibilities?
Yes—but not alone.
Empowered HR Elevates the Entire Organization
One of the most strategic investments a company can make is to support its HR function. When HR runs smoothly, it’s not just about personnel management—it ensures every part of the company functions more effectively.
Supporting HR can speed up recruitment processes, shorten the time to hire qualified candidates, streamline onboarding, and improve employee satisfaction. This support may come in many forms—outsourcing, consulting, or integrating professional tools into recruitment, training, or performance management processes.
Because in today’s business world, the era of “doing everything alone” is over.
A well-supported HR team is a well-performing HR team.
What Problems Need Solutions?
- Open positions remain unfilled for months.
Solution: Targeted recruitment consulting, expanding candidate pools, and using assessment tools for better matches. - New hires leave shortly after joining.
Solution: Redesign onboarding tailored to the company, establish two-way feedback mechanisms during adaptation. - HR is left to handle everything alone.
Solution: Supplement the internal team with external HR services (e.g., payroll, reporting, training, and compliance tracking). - Managers expect “everything” from HR, but resources are limited.
Solution: Use project-based consultancy models, distribute workload effectively, and digitize key processes.
Knowing they’re not alone directly boosts the morale of HR teams and strengthens their connection to the company. Remember: strategic HR isn’t just about carrying the load—it’s about sharing it wisely.
The AVD Approach: A Silent Ally at Your Side
At AVD HR Consultancy, we aim to ease the burden on HR teams so they can focus on where they create the most value. We stand beside organizations across a wide range of HR processes—including recruitment, disability employment, EOR (Employer of Record), outsourcing, and learning & development projects. We work like an extended arm of your team—a partner who is external in position but internal in spirit.
Our goal is not just to “support” HR, but to amplify its strategic power.
HR professionals often do visible work without visibility. But they, too, are human—and they deserve support, motivation, and strong partnerships.
They should also have someone to call when they say, “Who can I turn to now?”So today, take a moment to reflect:
If HR is always supporting the company, who’s supporting HR?
