HR pros, I’m exhausted. It’s late. And the voice in my head? Oh, she’s gone full-blown Southern drawl and is serving up sweet tea and sarcasm while I keep grinding. Emails? Still coming in. Problems? Still mine to fix. Messes? Still mine to clean up.💥 It’s always us. And we don’t even get a dang thank-you.
HR keeps companies alive. But who's keeping us alive?
And if you’re thinking, ‘It’s not just me, right?’ Nope. It’s ALL of us.
Let’s be real—this job is brutal.
📊 81% of HR pros are completely burned out.
📊 50% are actively thinking about quitting.
📊 62% of HR leaders are considering leaving HR entirely.
📊 95% say the workload is simply too much.
📊 Nearly 100% have felt burned out in the last six months.
📊 84% report experiencing regular high stress on the job.
If you’re in HR, you don’t need stats to tell you what you already know—you feel it. The weight of this job is crushing, and the worst part? Almost no one is looking out for us. Not leadership, employees, or even the HR industry and association groups that should have our backs. We’re out here drowning, and the world just assumes we’ll keep treading water.
HR Wasn’t Built for This
HR wasn’t supposed to be the company’s emotional dumping ground. But somewhere along the way, we became the catch-all. We’re the crisis managers, the therapists, the lawyers, the firefighters. And sometimes? The punching bags.
We’re expected to be strategic leaders and the complaint department. We drive business goals and get pulled into every messy workplace drama. We’re supposed to handle layoffs with grace and still be the ones boosting morale the next day. And when we hit a breaking point? Nobody notices.
I know this because I’ve lived it. Living it now. Well, actually, I'm experiencing some relief, but I've had to work for it. There were weeks I barely slept, juggling an executive role, consulting, Boot Camp updated and ready for March 22 Live class, and my sanity. I’ve driven home in silence, emotionally drained, after absorbing everyone else’s problems all day—only to have no one ask if I was okay. If I work from home, it's sometimes well after 11 before I quit for the day. And that’s a big problem. HR takes care of everyone, but no one takes care of HR.
The Breaking Point
The last few years have made it worse. COVID shoved HR into survival mode. We had to figure it out—the layoffs, the remote work policies, the constantly shifting regulations—without guidance, without resources, without a break. And the expectation? That we’d just keep going.
But now, even beyond COVID, the pressure hasn’t let up. HR is being stretched in ways we never imagined:
🔥 The talent shortage is real. We’re fighting an uphill battle trying to fill roles when there just aren’t enough qualified candidates. And when we do find the right people? We’re seeing an increase in "career catfishing"—new hires accepting offers and then ghosting before day one.
🔥 DEI isn’t what it used to be. Companies once championing diversity, equity, and inclusion efforts are now backpedaling, leaving HR teams scrambling to figure out how to maintain progress while facing budget cuts and resistance.
🔥 Five generations. One workplace. We’re navigating the expectations of Boomers, Gen X, Millennials, Gen Z, and now Gen Alpha—all with different work styles, values, and tech adaptability. Managing these dynamics is a full-time job in itself.
🔥 HR tech is a blessing and a curse. Automation and AI tools are supposed to make things easier, but keeping up with e-HRM systems, data security risks, and compliance challenges is another layer of stress we didn’t ask for.
🔥 Return-to-office policies are a nightmare. Employees are resisting mandates, leadership is pushing for control, and HR is stuck in the middle trying to keep the peace—often at the expense of our own sanity.
🔥 Workplace conflict is at an all-time high. Incivility, toxic behaviors, and tensions over everything from remote work to political issues have turned HR into full-time referees. But who’s stepping in when we need backup?
Ever had to smile through a layoff meeting and then go straight into planning the company picnic? Yeah. That’s HR.
We’re tired. We’re burned out. And many of us are done.
This isn’t just stress. This is full-blown crisis mode. And yet, the industry keeps moving like HR will just keep patching up the cracks while quietly falling apart behind the scenes.
And Leadership still thinks HR can do it all with no help? Bless their hearts. They really believe we’re made of magic and caffeine.
HR Needs to Change—Before We Walk
So, let’s be honest: How much longer can we keep running on empty before something breaks?
Because here’s the truth—if we don’t start demanding change, nothing will change.
🚨 HR leaders, stop setting yourself on fire to keep others warm.
🚨 Companies, quit using HR as your emotional clean-up crew without offering real support.
🚨 HR pros, burnout isn’t a badge of honor—so stop wearing it like one.
We can’t fix everyone else if we’re breaking ourselves in the process.
If you’re ready to take action, don’t miss this: HRLearns is hosting a must-attend webinar that speaks directly to this crisis.
🎙️ "When There Is No HR for HR: How to Prevent Burnout and Improve Your Well-Being."
📅 Date: Tuesday, March 18
💻 Format: Virtual Event
Presenter: Neelie Verlinden
Co-hosts: Suzanne Lucas, Founder and CEO of Improve Your HR, Co-founder of HRLearns™, and affectionately known as the Evil HR Lady, and me, Victoria Purser, CEO of ConquerHR® and Co-founder of HRLearns™
⏳ Early Bird Registration Ends: March 11 at Midnight EST!📍 Register Now: HRLearns.com
This isn’t just another webinar—it’s the only conversation that truly gets what you’re going through. Show up for yourself. Because no one else is coming to save us.
If you’re sitting there nodding your head, thinking, Holy mother of pearl, this is exactly how I feel. Feel the same? Listen up. We are not alone.
HR pros, what’s the most ridiculous thing you’ve had to handle lately? Drop it below.
Tag an HR friend who’s been carrying the weight of the whole dang company.
🔥 It’s time to stop just surviving and start demanding what we need—because the ones keeping everyone else afloat? We deserve to thrive too. 🔥
We’ve kept this huge ship afloat, and some of us have mostly slotted spoons and sieves in our toolkits right now. It’s time to make sure we don’t go down with it.
🔥 HR pros, what’s your breaking point? Drop your thoughts in the comments or share this with someone who needs to hear it.
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