The Value of HR: A Human-Centered Approach for Working Caregivers

When HR works well, you can feel it. Employees feel seen. Managers feel supported. And organizations feel steadier, even in moments of disruption. That human-centered philosophy sits at the heart of modern HR leadership. It aligns closely with the approach championed by our podcast guest, Claude Silver, whose work reminds us that people are not resources to be managed, but humans to be supported.

Nowhere is this more evident than in how organizations support working caregivers—employees who care for aging parents, partners, children with disabilities, or loved ones with chronic illness while trying to stay productive at work.

HR’s Real Value: Translating Humanity Into Business Practice

At its best, HR serves as the bridge between organizational goals and human reality. While business leaders focus on growth, performance, and results, HR translates those priorities into policies, benefits, and cultures that allow people to succeed.

For working caregivers, this translation is critical. Caregiving rarely fits neatly into a 9-to-5 schedule. Medical emergencies, school calls, and care coordination don’t respect calendar invites. HR’s value lies in recognizing this reality and designing systems that move with it.

A Story from the Workplace: When HR Gets It Right

Consider a mid-career manager—let’s call her Denise. Denise is a high performer, leading a team of ten, when her father is diagnosed with early-stage dementia. Suddenly, she’s juggling neurologist appointments, home care coordination, and emotional stress, in addition to her job.

A traditional HR response might point Denise to FMLA paperwork and wish her luck.

A human-centered HR team does more:

• They proactively explain leave options before Denise reaches burnout.

• They work with her manager to temporarily adjust expectations.

• They connect her to caregiving benefits, EAP counseling, and flexible scheduling.

• They emphasize to Denise that her situation is not unusual, so she doesn’t feel like she’s “failing” at work.

The outcome? Denise stays. She remains engaged. And when her caregiving load stabilizes, she brings loyalty, trust, and institutional knowledge back to the organization.

What HR Brings to Employees—Especially Caregivers

For employees, strong HR leadership provides:

1. Psychological Safety
Caregivers often hide their struggles out of fear of stigma, retaliation, or being seen as less committed. HR sets the tone that caregiving is a normal part of life, not a career liability.

2. Access to Practical Support
HR ensures employees know what benefits exist, and how to use them,whether that’s backup care, flexible work arrangements, or caregiver-specific resources.

3. Dignity During Life Transitions
Illness, aging, disability, and loss are deeply human experiences. HR’s role is to ensure employees are treated with dignity during these moments, not reduced to policies or productivity metrics.

What HR Brings to Organizations

Supporting caregivers isn’t just compassionate, it’s strategic.

1. Retention of High-Value Talent
Caregivers are often experienced, mid-to-senior-level employees. When organizations lose them, they lose leadership, expertise, and continuity. HR-led caregiver support directly reduces costly turnover. Did you know? – About 1 in 5 employees would consider leaving their jobs for better caregiving benefits, such as senior care or childcare support.

2. Sustained Productivity
Employees who feel supported don’t disengage; they problem-solve. Flexible, trust-based HR practices allow caregivers to stay productive rather than burn out or exit entirely.

3. Stronger Employer Brand
Organizations known for human-centered HR attract talent. Employees talk to peers, families, and online communities about how they were treated during hard times.

4. Healthier Workplace Culture
When HR models empathy and flexibility, it cascades. Managers lead with more understanding. Teams collaborate more honestly. The culture becomes resilient, not brittle.

HR as Culture Keeper, Not Policy Police

Claude Silver often speaks about HR as the heartbeat of an organization. That metaphor matters. A heartbeat isn’t loud or flashy, but without it, nothing works.

In the context of caregiving, HR’s quiet, consistent advocacy ensures that policies reflect real lives. That leaders understand that supporting caregivers today builds a stronger workforce tomorrow. Did you know?-78% of full-time working caregivers expect their employers to offer benefits that support their caregiving responsibilities.

The Bottom Line

The value of HR isn’t measured solely in compliance or cost control. It’s measured in trust. In retention. In whether people can bring their full, complicated lives to work without fear.

For working caregivers—and the organizations that rely on them—human-centered HR isn’t a “nice to have.” It’s a key component of good business. And when HR leads with humanity, everyone wins.

Until the next blog! Thank you for being here, for reading, and for caring!

References

• Care.com, Caregiver Benefits Survey, reported via Business Wire, April 2024.

• Care,com, Workforce Research, reported via Business Wire, 2025.