While cleaning the greasy gunk out of the crevices of my stove, I had an epiphany: The reason HR is so female heavy is that HR fills that motherly role in the business. Some examples.

Mom: Has to clean up messes made by other people.
HR: Has to clean up messes made by other people. Got a terrible manager who is driving employees away? HR swoops in and tries to make the employees happy and the manager better. What about a case of sexual harrassment? HR to the rescue! Who has to testify when people are denied unemployment? HR! Get out your 409 and broom and come to HR!

Mom: Has to deliver nasty tasting medicine.
HR: Has to deliver bad news. “The company has decided that your position will be eliminated effective today.” Or, “I understand you’ve been working very diligently towards this promotion, but we’ve decided to hire from the outside.” Or, “The merit increase budget for this year is 2.5%.”

Mom: Has to arrange play dates.
HR: Has to arrange job interviews. Do you know how frustrating this is? Manager: “I’m in desperate need of a new Sr. Lackey. I want to interview at least 5 candidates.” So the Recruiter runs off and finds 5 quality candidates (not easy!) and then tries to schedule interviews. The manager then schedules vacation and business trips and wants the candidate to interview with 6 different team members who are also scheduling vacation and business trips. Plus most candidates are already employed and they have their own scheduling conflicts. And they wonder why it takes so long to fill positions.

Mom: Hands out allowance–on a small budget.
HR: Hands out increases–on an even smaller budget.

Mom: Runs the family bugdget–along with Dad.
HR: Responsible for runing salary increase programs, bonus programs, performance management programs, all under the watchful eye of finance.

Mom: While not being adequetly compensated, still responsible for seeing that all her children grow and progress and eventually become leaders in society.
HR: While not being adequetly compensated, still responsible for developing employees, filling leadership pipelines, and keeping people from “running away.”

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