“I mean… what kind of impact can you actually have?”
The other day, I was in a conversation where someone—half-jokingly, half-seriously—asked me this.
The perception of HR, and by extension, those of us who work alongside it, has always been a little… complicated. We’re often seen as the ‘people’ function that doesn’t always have the authority to change things in a meaningful way. We’re caught between employees who expect us to advocate for them and leadership teams that ultimately hold the power.
I get it. If all you’ve ever seen of HR is policy enforcement, paperwork, and reactive problem-solving, then sure—what do we actually do?
But when you’ve worked closely with HR teams, people leaders, and workplace culture strategists—when you’ve seen firsthand what happens behind the scenes—you know that this work isn’t just governance and buzzwords, and it’s certainly not just admin. And when it’s done well, it’s the driving force behind some of the biggest workplace shifts we’re seeing today.
HR is more than governance.
Let’s be honest: HR has been stuck in a difficult position for years. Traditionally, its job was to protect the company first, employees second. But in 2025, that’s no longer acceptable. Workers are more aware than ever of their rights, and they expect HR to be the ethical voice in the room, not just the policy enforcer.
One of the biggest shifts happening right now is the expectation that HR isn’t just about enforcing policies, it’s also about upholding values.
We see this play out in areas like:
- ‘Right to Disconnect’: with Victoria leading the charge, we’re at a point where Australian workplaces need to rethink boundaries around work and personal life. HR teams (and those of us who advise on workplace strategy) aren’t just there to ‘implement’ the law, we’re the ones helping businesses decide whether they want to do the bare minimum or actually create a culture that respects work-life balance.
- Wage Theft: the scandals we’ve seen in Australia, from major corporations underpaying workers to systemic underpayment in industries like hospitality and retail, highlight how HR functions aren’t just paperwork. When done right, we’re the ones helping businesses prevent these issues before they become front-page news.
- Workplace investigations: HR often gets a bad rap when it comes to handling misconduct, but here’s the reality: the best HR leaders and consultants I know aren’t there to protect bad employers. They’re there to make sure accountability actually happens—and that employees don’t get swept under the rug when they speak up.
So, when people ask, “But what can HR really do?”, I’d argue we’re the ones standing at the intersection of business priorities and ethical decisions. And that’s a powerful place to be.
We don't just manage culture - we influence it at every level.
A lot of people assume HR is responsible for ‘culture.’ And whilst HR is responsible for helping an organisation foster a positive work culture, the reality is HR doesn’t own culture. Leaders do. Employees do. The entire organisation does.
But here’s what we can do:
- Challenge outdated leadership models: in 2025, businesses that are still promoting based on ‘who’s been here longest’ rather than actual capability are falling behind. HR and workplace relations professionals are often the ones pushing for leadership development that truly reflects the needs of modern workers.
- Make flexibility work for everyone: hybrid work isn’t a new but not everyone is included in that conversation .We see frontline workers, shift-based employees, and those in casual roles get left out of flexibility discussions all the time. Flexibility looks different across workplaces and a big part of our job is pushing businesses to see it as a broader workforce issue rather than as just an ‘office perk’
- Move DEI beyond tick-box initiatives: with DEI under scrutiny in 2025, the question isn’t whether businesses should focus on inclusion, it’s whether they’re willing to do it properly. That means moving beyond performative training sessions and making sure hiring, pay, and promotion structures genuinely support diverse employees.
Therefore, HR may not ‘own’ culture, but we have a huge influence on whether a company’s values are actually lived, or just something that’s put up on a website.
HR is a business force, not just an operational function.
The biggest mistake an organisation can make in 2025 is treating HR as a support function rather than a business driver. Because at the end of the day, every major workplace shift—whether it’s automation, pay equity, or sustainability—has a people impact. The best leaders we’ve worked with understand that HR isn’t just a support function, it’s a business function.
HR can influence:
- How businesses prepare for AI-driven workforce changes. If automation is replacing roles, what are companies doing to reskill employees rather than just letting them go?
- How companies approach long-term workforce planning. Are we designing workplaces that people want to stay in, or just hoping they don’t leave?
- How leadership evolves. Are we still relying on outdated leadership models, or are we shaping workplaces that really reflect the needs of modern employees?
So, can we really make a difference?
I won’t pretend that every HR team, every workplace relations consultant, or every business has the power to transform a workplace overnight.
But the best HR professionals, people leaders, and workplace consultants? They’re pushing businesses to do better. They’re the ones challenging outdated ways of thinking, advocating for fairness, and ensuring work isn’t just legally compliant, but actually sustainable and equitable for employees.
So, if the question is, “What can HR really do?”, my answer is simple: More than you think.
But real question is: Will businesses give us the power to do it?
Workplace Wizards has a team of legally trained employment consultants who have worked with a variety of businesses to help resolve workplace issues.
We’ve supported businesses of all sizes with solutions that address the unique challenges of different workplace environments—from conflict resolution training and refining policies to reviewing employee contracts. By tailoring our services to your specific needs, we’ll help you maintain a productive, harmonious culture where everyone can thrive. Reach out to learn more about our specialised workplace solutions and gain peace of mind for your organisation.
You can call us on 03 9087 6949 or email support@workplacewizards.com.au.
We’ve also got other blog posts looking at employee engagement such as quick tips on handling difficult conversations in every day situations
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