The past few weeks have been particularly tough for HR professionals navigating a storm of workplace challenges. On Monday, Vice President JD Vance called for Americans to report individuals praising the killing of conservative activist Charlie Kirk to their employers, urging, “When you see someone celebrating Charlie’s murder, call them out. And hell, call their employer.” This has thrust HR teams into the spotlight, with several companies, including Microsoft, Delta Air Lines, and Nasdaq, taking action by firing or disciplining employees for related social media comments. High-profile figures like Jimmy Kimmel and Matthew Dowd have also been caught in the crossfire.
For HR leaders already grappling with layoffs, return-to-office mandates, AI integration, and workplace immigration raids, this adds yet another layer of complexity. Jim Link, head of HR for the Society for Human Resource Management (SHRM), told Business Insider that HR is often seen as the “keeper of the culture,” a role that carries extra weight in today’s polarized climate. “We find ourselves in very trying times because of what’s happening in the world around us,” he said.
Social Media Amplifies HR Challenges
Monitoring employee behavior on social media and internal platforms like Slack has become a significant hurdle, especially during periods of political unrest. Unlike casual workplace conversations of the past, online posts can reach millions, reflecting not just on the individual but on the company itself, said Melissa Swift, CEO of HR consultancy Anthrome Insight. “You get on social media, and 2 million people hear you,” she noted, highlighting the shift from years past when remarks stayed contained.
This perception—that a company’s values are the sum of its employees’ public statements—has prompted SHRM to field more inquiries about social media policies, according to Link. Banning political discussions outright is “probably nonsensical” since they’re inevitable, he said. However, some C-suite leaders, like Google’s Sundar Pichai, prefer employees to focus strictly on work, growing frustrated with activism over geopolitical issues. This leaves HR teams managing a delicate balance, addressing employee expression while maintaining workplace harmony.
Tightening Policies and Navigating Backlash
The fallout from the Kirk incident has led companies to reassess hiring and conduct policies to mitigate the risk of political backlash. Bryan Creely, a former HR professional turned career coach, told Business Insider that “cancel culture” is impacting businesses’ bottom lines, pushing employers to distance themselves from controversy. “There is more pressure on the HR person to determine what is acceptable versus what isn’t,” Creely said, noting the rapid shifts in what’s deemed appropriate. “One day something is fine, the next day it’s not.”
Lauren Winans, CEO of Next Level Benefits, added that even experienced HR leaders are feeling overwhelmed, revisiting policies around politics and social media enforcement. “They’re definitely needing to revisit a lot of the policies,” she said.
Personal Beliefs and Corporate Shifts
HR professionals themselves face the challenge of setting aside personal beliefs to enforce company policies, said Tim Toterhi, fractional CHRO at Plotline Leadership. Some HR staffers may feel uneasy as companies scale back on initiatives like diversity, equity, and inclusion, which many view as critical to promoting fairness. “The pendulum has swung a bit, and it’s made it more uncomfortable for some HR folks,” Toterhi noted.
Overwhelmed by Expectations
Ryan Starks, head of growth at Rising Team, emphasized that HR leaders are stretched thin, unable to mediate every discussion due to time constraints and the fast pace of work. “They’re not just human resource leaders anymore—they’re also being called on as AI leaders,” he said, noting pressure from boards and executives to navigate new technologies in a polarized environment. Additionally, HR teams face demands to demonstrate ROI for their efforts.
The blurring line between personal and professional expression, fueled by social media, further complicates matters. Swift pointed out that some employees struggle to discern what’s appropriate to share, creating a “super messy” situation for HR to untangle, especially when political lines are unclear. “It’s incredibly hard to navigate,” she said.
As HR leaders juggle these evolving challenges, they’re tasked with maintaining workplace culture while adapting to a rapidly changing and highly scrutinized landscape.