• Interpreting and enforcing company policies: HR can help to ensure that company policies are interpreted and enforced fairly and consistently, which can protect both employees and the leadership team. For example, HR can help to ensure that employees are not discriminated against or harassed, and that they are treated fairly in terms of pay and benefits.
• Providing training and development: HR can provide training and development opportunities for employees and the leadership team, which can help to improve communication, conflict resolution, and other skills that are essential for a healthy workplace. For example, HR can offer training on sexual harassment prevention or unconscious bias.
• Mediating disputes: HR can mediate disputes between employees and the leadership team, or between employees themselves. This can help to resolve conflicts quickly and fairly, and to prevent them from escalating. For example, HR can mediate a dispute between an employee and their manager about a performance review.
• Advocating for employee rights: HR can advocate for employee rights, such as the right to a safe workplace, the right to fair pay, and the right to be free from discrimination. For example, HR can file a complaint with the Equal Employment Opportunity Commission (EEOC) on behalf of an employee who has been discriminated against.
• Providing confidential counseling: HR can provide confidential counseling to employees who are experiencing workplace problems, such as stress, harassment, or discrimination. This can help employees to feel supported and to get the help they need. For example, HR can provide counseling to an employee who is being harassed by a coworker.

Here are some specific examples of how HR can advocate for employees and leadership team as a neutral third party:

• Employee example: An employee is being harassed by their manager. HR can investigate the matter and take appropriate action, such as talking to the manager about their behavior or reassigning the employee to a different team.
• Leadership team example: The leadership team is considering a policy change that would impact employee benefits. HR can provide information about the potential impact of the policy change on employees and help the leadership team to make a decision that is fair and equitable.

It is important for HR to be a neutral third party when advocating for employees and the leadership team. This means that HR should not take sides in disputes, and should not favor one party over the other. HR should also be objective and fair in their decision-making.

By advocating for employees and the leadership team as a neutral third party, HR can help to create a more positive and productive workplace for everyone.