In recent years HR departments have played a more aggressive role in dealing with people issues from hiring to promoting to terminating. As organizations grew in size, top management began to depend more and more on them for guidance in employee-related decisions. In many situations line managers lost control of the employee issues that affect their performance. Managers cannot allow themselves to be dominated by HR departments. This does not suggest that HR staff should be disregarded, but it does suggest that managers must look out for the good of their employees and their department.
You probably came to this management position from years of experience as a competent professional and were aware of HR activities during that tenure. You should have some understanding of the influence HR had on your manager. You probably are aware of some of his or her frustrations in dealing with HR policies and recommendations. From my experience I have found some exceedingly competent HR people in all areas. I have also found those who only bring the HR recommendations and contribute little if anything to the process. One of the easiest ways to resolve most conflicts with HR is to have a close relationship with someone you respect in HR and who speaks openly with you about any problems. This person can often be the one who recruited you, providing you’ve kept up the relationship after being hired. You need to choose your battles carefully and demonstrate with facts any deviations from basic HR policies and requirements. There will be times when HR will make the decision and you have no alternative but to comply.