HR is Broken: How to Reinvent People Ops in a World Where Burnout is the Norm
Let’s face it: HR is broken. Not just chipped or cracked - broken. For years, HR has been the department of compliance, paperwork, and bandaid solutions. It has become synonymous with processes that feel outdated, unhelpful, and - if we’re being honest - detached from the very people it’s supposed to support. Employees don’t trust it. Managers see it as a necessary evil. And HR professionals themselves?
Burned Out!
Overwhelmed!
In desperate need of a reboot…
It’s time for a reset: The HR function as we’ve known it is no longer enough.
To thrive in this era of rapid change and unrelenting demands, HR must evolve into something new: People Operations built for the realities of today.
And you know what? That’s not a bad thing.
The future of work demands something different - something better. It’s time to rebuild HR into a function that’s human-centric, AI-enabled, and genuinely aligned with the realities of a fast-paced, burnout-heavy world.
This isn’t about minor tweaks or adding more programs. It’s about fundamentally rethinking the role of HR to create workplaces that truly support people - starting with HR professionals themselves!
What’s Broken: Why Traditional HR is Failing
Traditional HR, as it stands today, often feels like a relic of the past. While well-intentioned, the structures and processes that once worked no longer meet the needs of modern organizations.
I am not talking about the big companies … the Amazon’s and Google’s of the world, that can afford to have specialized HR teams and big budgets (although they are still trying to figure this out too!).
I am talking about the 95% of businesses that exist out there that have 500-or-less employees, a solo-HR professional or a small HR team.
Employees feel it.
Leaders feel it.
And HR Pro’s feel it too.
The current model isn’t just ineffective - it’s demoralizing…
Here’s why:
Burnout is Rampant - And HR is No Exception
HR is often tasked with solving workforce burnout while simultaneously being overwhelmed themselves. Endless policy updates, crisis management, and reactive firefighting leave HR professionals with little time to focus on strategic initiatives. Burnout doesn’t just affect employees - it’s baked into the system and is here to stay!Compliance Over Connection
Too often, HR gets reduced to a compliance function. It’s about checking boxes, enforcing policies, and managing risk. While these tasks are necessary, they’ve overshadowed HR’s true purpose: supporting and empowering people.Reactive, Not Proactive
Traditional HR tends to focus on putting out fires rather than preventing them. It’s a cycle of reacting to problems instead of building systems and cultures that avoid them in the first place.Lack of Trust
Let’s be real: HR has a trust problem. Employees often see HR as the company’s enforcer rather than an advocate for their needs. This perception undermines the potential for HR to be a true partner in employee success.
The Role of HR Must Evolve: People Ops for a New Era
The future of HR isn’t just a rebrand - it’s a reinvention. To rebuild trust, foster engagement, and truly support people in today’s fast-paced world, HR must evolve into People Operations: a function that’s human-centered, AI-enabled, data-informed, and forward-thinking.
Here’s what that looks like:
From Compliance to Advocacy
People Ops must shift from a compliance-driven mindset to one focused on advocacy. This means creating policies and processes that prioritize employee experience, well-being, and growth while still supporting organizational goals. Advocacy isn’t about abandoning accountability - it’s about balancing it with humanity.Proactive Culture Building
Instead of waiting for problems to surface, People Ops teams must invest in building a proactive, resilient culture. This includes fostering psychological safety, supporting professional development, and creating clear pathways for communication and feedback.Embracing Data and Technology
The next era of HR is data-driven and AI-enabled. People Ops professionals must leverage technology to enhance (not replace) the human side of their work. This includes using data to identify trends, anticipate needs, and make informed decisions that improve the employee experience.Prioritizing Employee Experiences and Well-Being
Burnout isn’t just a personal problem - it’s a systemic one. People Ops must design work environments and experiences that actively support well-being, from flexible work arrangements to robust mental health resources, and everything in between.Reskilling HR Pro’s is non-Negotiable
To lead this transformation, HR professionals themselves need new skills! From data analytics to change management, reskilling is essential to becoming strategic partners in driving organizational success.
How to Rebuild: Practical Steps for Reinventing HR into People Ops
Ready to take the first steps toward reinventing HR into People Ops? Here’s how to start:
Ditch the COE model and Redefine Your Team’s Mission: Shift your team’s focus from managing processes to enabling people. Centers of Excellence (COEs) have been the cornerstone of HR for years, but they’re outdated. Move away from siloed teams that focus on narrowly defined areas like recruitment or benefits. Instead, build integrated People Operations teams that focus on end-to-end employee success.
Ask yourself: How can we create an environment where employees and leaders alike can thrive? What is everyone’s role in this transition? How can we cultivate an #HRforAll mindset?
Engage in Active Listening: Build trust by actively listening to employees and acting on their feedback. Make sure your solutions address real needs, not just what looks good on paper.
The workforce is evolving, and HR will need to evolve with it. Full-time roles are being replaced with gig work, short-term contracts, and project-based experts. The HR of tomorrow will be less about managing static teams and more about creating ecosystems that thrive on flexibility, collaboration, and innovation.
Invest in Technology Thoughtfully: Use AI and automation to take tedious tasks off your teams’ plate, freeing up time for strategic work. AI isn’t going anywhere - it’s here to stay. Instead of fearing it, HR needs to lead the way by integrating technology responsibly. From automating repetitive tasks to analyzing employee sentiment, AI can enhance - not replace - the human side of HR.
Create Space for Growth: Provide HR professionals with the resources and time to focus on learning and innovation. If HR isn’t growing, neither is the organization.
Champion Flexibility: Advocate for policies that allow for flexibility - whether that’s remote work, adaptive schedules, or customized career paths. Flexibility isn’t a perk anymore; it’s a necessity.
People Operations will #betheglue within the organization: This one excites me the most. Be the glue to bring departments together. Don’t just build people-teams, build Organizational Success Teams: cross-functional groups dedicated to ensuring every part of the organization is aligned, engaged, and performing at its best. These teams won’t just think about hiring and benefits; they’ll be about strategy, culture, and innovation.
A Call to Action for the C-Suite Leaders: We need your support!
Without your support, the reinvention of HR won’t work, and you will continue to struggle solving your people-problems.
The HR of yesterday is gone - and it’s not coming back. And that’s a good thing!
To thrive in this new era, HR must transform into People Ops: a function that’s agile, empathetic, and deeply aligned with both employee and organizational success.
This isn’t just about fixing what’s broken - it’s about building something better. Something that supports employees as whole people, creates cultures of trust, and equips HR professionals to lead with confidence in a fast-changing world.
Because if we’re going to tackle burnout and create workplaces that work for everyone, it’s not enough to patch up HR. We have to reinvent it, to rebuild it … from the ground up.
Let’s get to work!
Photo by: Bruno Pires
