I’ve been in HR for a long time, and I seem to always have to defend my profession when I tell people what I do. The Office didn’t help HR’s reputation, and enough people have had a bad experience to form their own opinions — “HR tells me what I can’t do as a manager.” “HR didn’t look into my complaint.” “They’re useless. Getting HR involved slows things down.” The list goes on.

HR

I’ve worked at a few different companies — some small, some big — but there’s usually one thing in common: I have to restore trust in the department. I have to change the perception of what HR is and what it actually does. I have to show what partnership looks like.

Why is that? I think it’s because there wasn’t proper mentorship in place for the person before me. Many HR professionals never started out in HR. They might have been an Office Manager or in Accounting, and some leader said, “Hey, you deal with people and payroll — you can do HR.” So, they were thrown into the role without an example of what good HR looks like.

Of course, this doesn’t just happen in HR. It happens in other professions, too. The real issue is: Who is stepping up to help guide and support the new generation?

Who is Stepping Up?

Can you think of someone who mentored you — someone who showed up at a critical time, even if you didn’t realize it then? I remember mine. She was my manager at the time and is now one of my best friends. I only had two years of HR under my belt when I started working for her, and let’s just say… we should probably erase those years from my résumé.

The number one thing I learned from her was how to be a partner — how to become a trusted advisor. There are many ways to build trust, but what worked for me was simple: deliver on your commitments, and deliver quickly. We supported Operations, so time was of the essence. You take the call and follow up. You respond to the email within 24 hours or less. You solve the problem. Each time you do, you earn a little more trust.

That’s what my mentor taught me: be reliable, be responsive, be tactful, be empathetic — and don’t forget your sense of humor. When you do those things, you earn the right to influence and become a true partner.

I sometimes wonder where I’d be if I hadn’t worked for her. Would I be the HR person who says “no” without considering other options first? Would I be too buttoned-up for fun? Would I still be as curious and hungry to learn beyond my field?

We worked together for seven and a half years, and she always looked for opportunities to get me in front of other leaders and take on stretch projects. That experience shaped how I mentor others today. It also made me realize how easily potential can be lost when no one takes the time to guide the next generation.

Mentorship

What are you doing for other women — especially younger women — to help them become better partners, collaborators, and courageous leaders? It doesn’t have to be in a professional setting. It could be at church, at the gym, or in your book club. What knowledge are you sharing? What guidance are you offering? How are you helping someone find her voice? Are you willing to take on a role in mentorship?

Since I had such a great mentor, I think often about how to pay that forward with my own team. I want to show them how to solve problems creatively, how to build genuine relationships, and how to connect as humans — not robots.

I have a very successful friend who refuses to talk about her job or how important she is to her company. When I asked her why, she said, “It doesn’t matter — no one cares.” I told her it does matter, because she could be an inspiration to others.

So, I’ll say it to you too: Be the change you want to see, because you never know who you’re inspiring. The best way to thank our mentors is to step into mentorship.

Read more by Alexis here.