Updated as of 5 July 2025

McKinsey’s State of Organizations 2023 report identifies building a resilient culture and strengthening talent as key drivers of productivity. HR compliance, when approached humanely, supports both. It’s not only about adhering to regulations—it’s about fostering fairness, inclusion, and psychological safety, all of which are linked to better performance outcomes. When employees trust the systems meant to protect them, they’re more engaged, collaborative, and productive. But how can organisations balance legal obligations with empathy? How can compliance contribute to both culture and results? This expert roundup explores how humane HR compliance can drive not just integrity—but performance too.

Policy Is Mandatory, Empathy Is Free

It’s a constant tightrope. HR compliance gives us the rules of the game, but real leadership is about how you play within them. At spectup, we’ve built a culture where compliance is the framework, not the excuse. I remember once, early on, we had a situation where an employee was struggling with burnout but hadn’t formally applied for leave. Technically, we didn’t have to act yet—but it was obvious something wasn’t right. Instead of waiting for paperwork, we stepped in, talked, listened, and created a flexible plan around their needs. It wasn’t about breaking rules; it was about using the rules as a baseline and building humanity on top.

I often say to our team: “Policy is mandatory, but empathy is free.” You can enforce structure while still asking how are you, really? And when you build that trust, employees tend to uphold compliance themselves, not because they fear punishment but because they feel respected. It’s a balancing act, sure—but one you can’t automate. You just have to care enough to lean in, case by case.

Niclas Schlopsna, Managing Consultant and CEO, spectup

——————————————-

Firm on Standards, Soft on People

One of my go-to sayings when working with clients is that I recommend they become “firm on standards and soft on people.” 

We all know that clarity is kind, but when a business owner or leader gets frustrated with an employee, it’s typically because the employee wasn’t 100% clear on: what was expected of them, the why behind the task, or how their work/outcomes would be measured. 

Most employees want to succeed and bring support to their organization. We oftentimes avoid hard conversations and then are frustrated, when we could have set clear standards with a team member from the beginning, stayed consistent with feedback and measurement, and got the outcome we actually wanted/needed while providing a fulfilling assignment for the employee.

Kerri Roberts, Founder & CEO, Salt & Light Advisors

——————————————-

Policies Provide Structure, People Drive Success

Balancing HR compliance with a humane approach is about understanding that policies exist for structure, but people are the heart of any business. Over the years, I’ve seen that the best outcomes come from treating compliance as a framework, not a barrier. In my own work at Ozzie Mowing and Gardening, I had a situation where a long-term team member was struggling to meet performance expectations due to personal issues at home. Technically, we had grounds to take formal action. But instead of rushing into that, I sat down with him for a proper conversation, listened to what was going on, and offered flexible hours and short-term support. Within a few weeks, his performance turned around completely and he’s now one of our most reliable staff. That decision kept morale high and reminded the team that they’re more than just workers on a roster.

I credit that outcome to my 15 years in the field and the professional training that’s taught me how to read more than just policies. Having a background in both practical on the ground leadership and formal horticultural education has given me the people skills and insight to know when to push forward and when to pull back. We followed the right procedures, but we also showed compassion, and that’s what created a lasting impact. Compliance matters, but empathy is what builds a loyal team.

Andrew Osborne, Owner, Ozzie Mowing & Gardening

——————————————-

Compliance Builds Trust, Humanity Preserves Culture

As a founder, I’ve learned that balancing HR compliance with a humane approach isn’t about choosing one over the other — it’s about recognizing that both serve the same goal when done right: building a workplace where people feel safe, respected, and valued.

At Zapiy, we approach compliance as a foundation for trust, not as a checklist of rules to enforce. The key for me is context. Policies are essential — they protect both the company and employees — but how you apply them matters just as much. For example, we have clear protocols for things like performance management or leave policies, but I always remind our managers that behind every form or process is a real person, often dealing with circumstances we can’t see on paper.

One way we’ve brought humanity into compliance is by training our leadership team to approach conversations with curiosity, not just policy language. If someone’s struggling to meet expectations or needs time off, we start with understanding before diving into procedural next steps. That doesn’t mean we ignore rules — it means we apply them with empathy, so people don’t feel like they’re being reduced to a policy violation.

What I’ve seen is when employees know we’ll be fair, consistent, and human in how we handle tough situations, they’re far more likely to engage openly, trust leadership, and stay invested in the company. Compliance keeps the structure in place. Humanity keeps the culture intact. You can’t scale sustainably without both.

Max Shak, Founder/CEO, Zapiy

——————————————-

Follow Rules While Leading With Understanding

That balance is something I’ve had to navigate closely as a founder.

Compliance is non-negotiable — it protects both the company and the employees. But I’ve learned that how you communicate and implement those policies makes all the difference. Instead of leading with “what’s required,” I try to lead with why it matters and how it supports a fair, safe environment for everyone.

For example, when we rolled out stricter leave documentation policies, we didn’t just send out a policy PDF. We spoke to teams, explained the reasoning, addressed concerns, and made space for feedback. And when someone needs flexibility, like a mental health day or unexpected time off, we make room for empathy within the rules.

To me, compliance and compassion aren’t opposites. You can follow the rules and still lead with understanding. That’s what earns employee trust, and that’s what makes HR feel human, not just procedural.

Abhishek Shah, Founder, Testlify

——————————————-

Uphold Compliance Without Sacrificing Human Connection

At Ridgeline Recovery, HR compliance isn’t the opposite of compassion—it’s the structure that protects it. But too many leaders hide behind policy instead of leading with presence. We don’t do that here. Every handbook line, every protocol—we ask, “Does this protect people? Or just protect us?”

We follow the rules, no question. But we don’t forget the human on the other side of the form. If someone’s late three times, we don’t jump to a write-up—we ask, “What’s going on?” Nine times out of ten, there’s something real behind it: childcare fell through, they’re caring for a sick parent, their mental health is sliding. We still document it—but we lead with conversation, not discipline.

Compliance should never be an excuse to ignore humanity. When an employee walks into our HR office, they’re not a case number. They’re a person who chose to serve others in a field that can be emotionally exhausting. So yes, we hold the line. But we hold it with empathy.

One of our staff came in burned out. We could’ve gone straight to performance management. Instead, we reworked their schedule, pulled in our clinical support, and let them reset without shame. Today, they’re thriving—and still on our team. That’s the balance. Respect the law, but don’t lose sight of the human cost of rigidity.

Bottom line: you can uphold compliance without becoming cold. It’s not about bending rules—it’s about applying them with intention. In a recovery setting, your culture is your compliance. You build trust, or you lose it. And that starts with how you treat your own people.

Andy Danec, Owner, Ridgeline Recovery LLC

——————————————-

Respect First, Policy Second in Workplace Balance

In roofing, we don’t sit in air-conditioned offices pushing HR papers all day. We’re on ladders, under heat, dealing with sharp edges, steep slopes, and real risks. But just because we work with our hands doesn’t mean we can ignore HR policies. Safety, payroll, hours, documentation—compliance matters. But what matters just as much is how you carry those rules out.

Here’s how I balance both: I lead with respect first, policy second.

For example, our crew signs in daily, logs hours, and wears PPE—that’s non-negotiable. But if a guy’s late one day because his kid got sick or his car broke down, I don’t throw the handbook in his face. I pull him aside and ask what happened. If it’s legit, I let it slide or help him work it out. If it’s a pattern, then I address it with a real conversation—not threats.

When someone violates safety policy, I don’t just say, “That’s against the rules.” I show them why it matters. I’ve had guys who refused harnesses because “they never needed one before.” I take them up on the roof, show them the stats, talk about people I knew who didn’t get to walk off the job. After that, they wear it.

We also have open talks about job roles, pay structure, and expectations. If someone wants to move up, I don’t say, “Fill out a form and wait.” I say, “Here’s what I need to see. Let’s work on it.” That way, HR isn’t some mystery—it’s part of how they grow.

Bottom line: the policy keeps us protected, but empathy keeps us united. You treat your team like humans, not numbers. You stick to the rules, but you deliver them with respect. That’s how you build a roofing crew that shows up, works hard, and sticks with you.

Ahmad Faiz, Owner, Achilles Roofing and Exteriors

——————————————-

Empathy Scales Trust Beyond Operational Standards

I once had to dismiss a member of the ground crew right before a weekend full of wedding proposals or one of our busiest operational weekends and one of the most emotional. It was a blatant safety issue, and legally, I was required to terminate the employee immediately. But here was the thing: instead of simply providing the employee the termination document and telling the employee to leave, I sat down with the employee, I explained my decision making process clearly, and I thanked the employee for the months he had been creating “Magic” behind the wall for us. I also told the employee that if he chose to approach us for references, where applicable, I would help however I could, not in anyway that compromised me completing the immediate termination process, however.

Now, running MexicoHelicopter.com exceeds the regulation and airspace considerations, it is about the people. Of course, aviation is strictly regulated, and we live in number of worlds that test the limits of humanity in aviation; however, it still does not give us licence to lose our humanity in order to comply with operational standards. Our human resources “rule” is very simple – have empathy and document thoroughly. We do not shy away from complicated conversations; however, we do ensure they are human conversations.

In my technical history, I learned this: automation can scale systems – empathy is the only thing that can scale trust. That same conviction is and was the source of our helicopter operation culture. In the end, helicopters can only take-off vertically – dignity is what keeps any company on the ground.

Martin Weidemann, Owner, MexicoHelicopter.com

About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

Let Us Know What You Think

We’d love to read your thoughts! Join the conversation and share your insights with us.

• What key takeaways resonated with you the most?
• How do you see this topic impacting your business or organisation?
• What additional insights or experiences would you like to share?