Navigating Office Politics: How Should a New HR Assistant Handle a Disliked Manager?

I am still new in our company. I am an HR Assistant. I have observed that all the staff and employees here dislike the HR Manager, my boss. Sometimes, I was influenced by other departments and considered preparing a performance evaluation for him. The management talked to me and asked what I could suggest to easily terminate him. Despite these confusions, I continue to observe the situation. Where should I place myself? I asked the management what the problems were with him. They told me that he is too strict, which made everybody dislike him.

I also observed the attitude of my manager; he is just lacking knowledge about the tasks he should perform as the manager. But the question remains: why does everyone dislike him? The accounting department is the only department with lots of staff, except for those blue-collar employees. He had already dismissed one of the staff in accounting because of theft. However, the manager believes that she is not the only one behind those crimes, and I think the staff in that department feel threatened by him because of what he did to other staff. That's why they want him terminated. What should I do to solve this situation? I am still in my second week at this company.

As a new HR Assistant facing challenges with the HR Manager's unpopularity and potential incompetence, it's crucial to approach this delicate situation with care and professionalism. Here are some steps you can consider:

1. Observe and Document: Continue observing the situation to gather concrete examples of the issues at hand. Document instances of problematic behavior or decisions.

2. Seek Clarification: Have a candid conversation with the HR Manager to understand their perspective and challenges. Clarify expectations and offer support where needed.

3. Provide Feedback: Offer constructive feedback to the HR Manager in a professional manner. Highlight areas for improvement and suggest solutions rather than focusing solely on the negatives.

4. Build Relationships: Foster positive relationships with all departments to understand their concerns and perspectives. Act as a bridge between the HR Manager and employees to facilitate better communication.

5. Propose Training: If the HR Manager lacks knowledge in certain areas, suggest relevant training or development opportunities to enhance their skills and competencies.

6. Address Employee Concerns: Organize feedback sessions or surveys to gather anonymous input from employees regarding their concerns. Use this feedback to address underlying issues.

7. Maintain Professionalism: While it's important to address the situation, maintain professionalism and confidentiality throughout the process. Avoid participating in office gossip or taking sides.

8. Consult HR Policies: Refer to company HR policies and procedures when addressing performance or behavioral issues. Ensure all actions are in line with legal requirements and organizational guidelines.

By taking a proactive and professional approach, you can contribute to resolving the challenges within the HR department while establishing yourself as a trusted HR Assistant within the organization.