Hire HR Like It Matters: Why Getting It Right from the Start Changes Everything

Too often, companies treat HR as a catch-all function—an administrative landing pad for high-performing support staff or a promotion path for those who “know the business.” While these individuals may be loyal, organized, and well-intentioned, they’re not always equipped to lead the nuanced, high-stakes work of modern HR.

And that misstep? It costs more than we think.

HR Is Not Just Paperwork—It’s Culture Architecture

Human Resources is the only function that touches every part of the employee experience—from onboarding to offboarding, performance to purpose, compliance to culture. When we underinvest in HR talent, we send a clear message: people are secondary to operations.

But when we hire strategically—bringing in HR professionals who understand systems thinking, leadership development, and organizational psychology—we unlock something powerful: alignment between business goals and human potential.

The Risk of “Promoting from Within” Without Intent

Promoting a trusted admin into HR might feel like a reward for loyalty. But without the right training, mindset, and strategic lens, it can backfire:

• Reactive HR: Focused on putting out fires instead of building fireproof systems.

• Compliance-only mindset: Missing the opportunity to shape culture and drive engagement.

• Lack of credibility: Struggling to influence senior leaders or advocate for employees.

This isn’t about gatekeeping—it’s about honoring the complexity of the role.

I’ve Seen It Firsthand

Across multiple organizations, I’ve watched HR functions emerge from well-meaning decisions to move administrative or unrelated roles into HR—without any actual HR experience. Every time, it led to the same outcome: a slow unraveling.

We had to rebuild trust with employees and leaders. Repair costly errors in compliance and compensation. Recreate processes from scratch. Establish influence where it had been lost. And most importantly, reimagine collaboration across the business—because the foundation had been laid without the right expertise.

It’s exhausting. It’s expensive. And it’s avoidable.

What Great HR Hiring Looks Like

Hiring the right HR talent means looking for:

• Strategic acumen: Can they connect people practices to business outcomes?

• Emotional intelligence: Do they build trust across all levels of the organization?

• Systems thinking: Can they design scalable, human-centered processes?

• Courage: Will they speak truth to power and advocate for what’s right?

It also means investing in ongoing development—because HR leaders need coaching, community, and clarity just like anyone else.

Rethinking the Pipeline

If you want HR to be a driver of culture, not just a keeper of policies, start by rethinking how you hire. Don’t default to convenience. Choose intention. Build a pipeline of HR professionals who are trained, trusted, and ready to lead.

Because when HR is strong, everything else gets stronger too.

About the Author

Andrea Lucky is the CEO | Founder of Silver Fern HR Consulting, a firm dedicated to transforming workplace cultures and driving strategic growth. With deep expertise in organizational transformation, talent strategy, and leadership development, Andrea partners with companies to align their people operations with their vision and business goals.

Known for her ability to shape cultures that inspire engagement and innovation, Andrea helps organizations navigate change, strengthen leadership effectiveness, and build workplaces that empower employees at every level. Her experience spans industries, with a strong focus on helping businesses create sustainable talent strategies that support long-term success.

With a keen eye for aligning strategy with impact, Andrea guides organizations in translating bold visions into actionable workforce solutions. Whether leading complex transformations or refining leadership frameworks, she is passionate about driving meaningful change that positions companies for lasting success.

Follow Andrea for insights on workplace culture, leadership, and the future of people strategy.