When a complaint is filed against a senior leader, it puts HR in one of its most delicate positions. Power dynamics, politics, and fear of retaliation often make it difficult for employees to come forward, and even harder for HR to act objectively. But the stakes are high—not only for justice but for preserving trust in the company’s culture.
So, what should HR do?
1. Acknowledge the Power Imbalance
The complainant is likely terrified. Reassure them their concern will be handled with confidentiality, fairness, and no retaliation.
2. Escalate to a Neutral Party
Involve an unbiased third party, such as an external legal consultant or an independent ethics officer. Avoid having the investigation led by someone who directly reports to or is close to the accused.
3. Document Everything
From the first conversation to final outcomes, every step must be clearly documented. Transparency will be critical if the issue escalates further.
4. Suspend Judgement—But Not the Process
Do not assume guilt or innocence at the start. Begin with a neutral fact-finding mission. Let evidence—not hierarchy—guide the outcome.
5. Inform the Board or Ethics Committee
When a senior executive is involved, HR must often notify the board or a governance committee, ensuring proper oversight and accountability.
6. Protect Whistleblowers
HR’s role is to protect, not punish. Anonymous reporting channels, legal safeguards, and follow-up support must be in place to avoid further harm.
7. Act Decisively
If the complaint is substantiated, take action. No one—regardless of title—is above the company’s code of conduct. Allowing exceptions destroys morale, credibility, and long-term loyalty.
In HR, integrity is everything. Handling leadership complaints isn’t just about one case—it’s about the kind of company you’re building.
When a complaint is filed against a senior leader, it puts HR in one of its most delicate positions. Power dynamics, politics, and fear of retaliation often make it difficult for employees to come forward, and even harder for HR to act objectively. But the stakes are high—not only for justice but for preserving trust in the company’s culture.
So, what should HR do?
1. Acknowledge the Power Imbalance
The complainant is likely terrified. Reassure them their concern will be handled with confidentiality, fairness, and no retaliation.
2. Escalate to a Neutral Party
Involve an unbiased third party, such as an external legal consultant or an independent ethics officer. Avoid having the investigation led by someone who directly reports to or is close to the accused.
3. Document Everything
From the first conversation to final outcomes, every step must be clearly documented. Transparency will be critical if the issue escalates further.
4. Suspend Judgement—But Not the Process
Do not assume guilt or innocence at the start. Begin with a neutral fact-finding mission. Let evidence—not hierarchy—guide the outcome.
5. Inform the Board or Ethics Committee
When a senior executive is involved, HR must often notify the board or a governance committee, ensuring proper oversight and accountability.
6. Protect Whistleblowers
HR’s role is to protect, not punish. Anonymous reporting channels, legal safeguards, and follow-up support must be in place to avoid further harm.
7. Act Decisively
If the complaint is substantiated, take action. No one—regardless of title—is above the company’s code of conduct. Allowing exceptions destroys morale, credibility, and long-term loyalty.
In HR, integrity is everything. Handling leadership complaints isn’t just about one case—it’s about the kind of company you’re building.
