Let’s talk about one of the most frustrating dynamics in the workplace today.
HR leaders and teams spend weeks—sometimes months—recruiting, interviewing, onboarding, and setting new employees up for success. You pour hours into crafting job descriptions, streamlining systems, refining benefits, and creating thoughtful onboarding experiences.
And then?
You hand them off to their manager and hope they don’t walk out the door six months later.
It’s time we stop leaving employee engagement to chance.
Because the truth is, HR can play a much bigger role in shaping the employee experience—not through more policies or heavier handbooks—but through five powerful (and often overlooked) roles that position HR as a true culture builder and strategic partner.
Let’s break them down.
1. From Human Resources to “Resource Source”
It’s time to rebrand.
Traditionally, HR is seen as the place employees go when there’s a problem. But what if instead of being a last resort, HR became the team people turn to for guidance, tools, and support?
The goal is to become what I call a “resource source.” You already know the programs, benefits, and tools your organization offers. The issue is that most managers and employees don’t. Or if they do, they don’t know how or when to use them.
The solution? Think like a sous chef.
Your managers are in the kitchen every day—handling conflict, setting goals, motivating their teams. You’re prepping the ingredients behind the scenes, making sure they have everything they need to cook up a great experience. Your job is to cut the carrots, slice the garlic, and hand over the right tools at just the right moment.
That means replacing the 17-page email with a one-pager. Turning dense policies into simple talking points. Anticipating manager needs before they arise—and delivering support that’s practical, timely, and easy to digest.
2. Be a Facilitator of Growth
Learning and development is one of the most powerful levers for engagement—but we often assume it requires a big budget or fancy programs.
It doesn’t.
Some of the most impactful learning happens organically, on the job. And HR can play a central role in creating those opportunities. It might be as simple as starting “TED Talk Tuesdays,” encouraging quarterly reflection, or sharing one powerful question that helps managers unlock deeper conversations:
“What skill, if improved, would make the biggest difference on your team right now?”
By asking thoughtful questions and curating accessible, relevant resources, you help build a culture of continuous learning—one that encourages people to stretch, grow, and stay invested in their work.
You don’t need thousands of dollars. You just need intention and follow-through.
3. Become an Employee Experience Designer
Customer experience is something companies obsess over. Every touchpoint is mapped, tested, optimized.
But what about the employee journey?
Too often, we assume culture happens organically. But a great employee experience is something that must be designed with care.
Start by gathering your cultural influencers—managers, communicators, senior leaders—and map out the employee journey from the very first touchpoint: the job posting. Walk through every interaction, from onboarding to the one-year anniversary. Where are the natural moments to celebrate? To support? To recognize and retain?
When you identify those key moments, you can build in small rituals that make a big difference—like a personalized welcome on Day One, a manager check-in at 90 days, or a one-year milestone celebration that reflects the individual’s contribution.
It’s not about doing more. It’s about doing what matters—intentionally.
4. Be a Pulse Keeper
If you’re only measuring engagement once a year, you’re already behind.
The most effective HR professionals find ways to keep a steady pulse on how people are feeling. That doesn’t mean adding more surveys—it means having more meaningful conversations.
One simple question can open the door:
“On a scale of 1 to 10, how valued do you feel at work right now?”
Then ask, “Why did you choose that number?” and “What’s one thing we could do to bring that number up?”
These questions surface issues early—before they turn into resignations. They also help leaders understand what’s actually going on beneath the surface.
And here’s a bonus tip: Don’t just ask the squeaky wheels. Ask your steady, reliable employees—the ones you most want to keep. Their feedback often reflects the quiet truths that drive real change.
5. Choreograph the C-Suite
One of the most important roles HR can play is behind the scenes—guiding senior leaders to create a culture of visibility, recognition, and respect.
That might mean helping them build rituals that spotlight great work. For example, during weekly leadership meetings, have each leader answer this question:
“Who’s someone flying under the radar who made a big difference this week?”
Follow that up with: “What did you do to let them know?”
This simple practice creates accountability, builds awareness, and models the kind of culture you want to cascade throughout the organization.
You can also support leaders during all-hands meetings. Help them identify stories, ask better questions, and celebrate the teams that are often overlooked—like HR, finance, and IT.
Great cultures don’t happen by accident. HR plays a critical role in shaping the tone at the top.
The Bottom Line
You don’t need to overhaul your entire HR strategy to make an impact. By stepping into these five roles—even just a little more intentionally each week—you can dramatically influence engagement, retention, and the everyday experience of your people.
Think of it as moving from reactive to proactive. From tactical to strategic. From being the department of “no” to the team everyone turns to when they want to do things right.
And when you do that, you’re not just filling roles and running programs.
You’re building a workplace where people actually want to stay.
If you want to work on taking recognition to the next level, reach out to us. We’d love to help you build a culture where people feel seen, valued, and excited to show up every day.
