Why 'Let HR Handle It' May Not Be the Right Call

When a serious workplace issue surfaces—harassment, retaliation, bullying, or something more complex—leaders often say: 'Let HR handle it.'

Sometimes, that’s the right decision. HR professionals are often the first line of response, especially in large organizations. But too often, relying on internal HR alone can create more problems than it solves.

Here’s why.

1. HR may not be neutral

Even well-intentioned HR professionals may operate within the same power structure as those involved. They may report to the same leaders or have prior relationships with key players. Even the perception of bias can erode employee trust.

Neutrality sends a clear message: the process is fair and the outcome isn’t predetermined.

2. Most HR professionals aren’t investigators

Investigations demand analytic rigor, a structured approach, and clear, objective fact-finding. Many HR professionals bring deep knowledge of people, policies, and culture, but that doesn’t always translate into investigative expertise. Even when they’ve completed a training course, it’s often not enough to build the level of skill and confidence needed for complex or high-stakes cases. Without that foundation, investigations may lack the structure and depth needed to uncover the full picture and reach sound conclusions.

3. A misstep can multiply the damage

We supported one organization that had attempted to handle a serious workplace concern internally. The HR generalists, though well-meaning, were overwhelmed by the complexity of the situation. Without the analytic rigor, the process lacked scope, structure, and direction.

Weeks turned into months as the team struggled to move forward. Witness interviews were inconsistent and incomplete. Critical documentation was missing. Ultimately, the investigation had to be restarted from the beginning.

By that point, employees had already shared difficult experiences and were asked to do so again. The delay and duplication caused unnecessary stress and eroded trust in leadership.

When an investigation is mishandled, the harm can affect organizational culture and credibility.

4. The stakes are high

Workplace investigations shape culture, influence morale, and reflect leadership’s values. A mishandled investigation isn’t just a missed opportunity. It can leave lasting damage to morale, trust, and leadership credibility. Handled well, it can reinforce accountability and strengthens the culture.

So what’s the alternative?

• Bring in trained, neutral investigators who specialize in workplace concerns.

• Preserve employee trust by handling sensitive issues with structure and care.

• Avoid the risk of repeating the process or undermining credibility.

“Let HR handle it” may seem like the simplest solution. But when the issue is complex, the simplest solution may not be the right one. At Faro Point, we love the complexity of it all—the puzzle, the patterns, and the analysis it takes to get every recommendation right.

We help leaders navigate their most complex people problems with clarity, structure, and sound judgment.