''Data Speaks and not judgements'' * Identify Facts: Most important thing to identify in such scenario is the series of facts to understand and evaluate. * Get the intent: Get an open conversation to get clarity on intent derived by both HR prespective. * Understand prespective: Its crucial to have the clarity on prespective and be open to understand the other persons prespective about the case. * Get third Party prespective: This always supports in looking at the circumstances from fresh eyes and it helps in navigating the case in a neutral zone.

When HR employees clash over handling grievances, it’s important to stay neutral and listen to both sides. Encourage open communication to understand each perspective and find common ground. Offer a structured approach to address the grievance, focusing on fairness and company policy. Collaboration and respect for each other’s views can help resolve the conflict smoothly.

While it is natural to have difference in opinion, however when it is affecting team and it its work dynamics, it is always better to have open space for discussion and a getting on a common ground. I personally feel, having an idea of what "We" agree is more beneficial for the group we work, than that of what "I" think. The ultimate task is is to cultivate a team that works for collective objective.

Try and understand each viewpoint with the objective establishing common ground. You're almost trying to be a mediator here. Do they understand the other person's view and if not, why? Is this a clash over handling grievances or is there a bigger issue? For example are current policies being followed or has clashes over previous projects resurfaced?

Para afrontar esta situación, es esencial que en una organización haya un ambiente de inclusión y equidad. Esto ayuda a que se pueda crear un espacio donde las partes puedan establecer conversaciones abiertas y honestas, respetando cada uno su perspectiva, entenderla, debatir sobre el tema y llegar a un entendimiento en común para el bienestar mutuo, de la organización y demás compañeros.

To resolve the conflict, I begin by meeting both HR employees individually to understand their perspectives and concerns. I then facilitate a joint discussion, emphasizing a respectful and solution-focused approach. Together, we review policies, procedures, and best practices to find common ground. If needed, I mediate to align their approaches and establish clear guidelines for grievance handling. By fostering open communication, emphasizing the team's shared goals, and reinforcing the importance of collaboration, I ensure a resolution that strengthens their working relationship and benefits the organization.

Na verdade, queixas de colaboradores sempre existirá, pois o RH nunca agradará à todos. Primeiro passo é conversar com os dois funcionários de RH, visão dos dois lados e orientar, direcionar e liderar essa situação. Somos um time de RH, então nosso alinhamento, comunicação e sintonia é extremamente importante para que o nosso trabalho e processos fluam. Resumindo: a comunicação e liderança fazem a diferença.

Resolving HR Conflict: Identify Issue: Meet with each employee individually to understand their perspectives and uncover the root of the disagreement. Goals: Remind them of the common mission: resolving grievances with fairness and professionalism. Use Policies: Refer to company grievance policies for clarity and consistency, updating processes if necessary. Find Common Ground: Combine their approaches into a unified strategy that respects both viewpoints while achieving results. Support and growth: Offer training or team-building activities to rebuild trust and enhance collaboration. Monitor and Follow-Up: Ensure the resolution is effective and address any recurring issues promptly.

En casos de conflicto entre colaboradores de RRHH primero realizo una reunión privada para entender ambas perspectivas, fomentando un diálogo respetuoso. Identifico las diferencias en los enfoques y busco los puntos en común. Creo procedimientos claros para manejar quejas, asignando roles específicos para evitar superposiciones. En situaciones similares, he mediado asegurándome de que las decisiones se basen en los objetivos organizacionales y no en intereses personales, fomentando la colaboración y el respeto mutuo.