Exhausted? Feeling cynical or negative? Checking out? It’s not just you—especially if you’re an HR professional. As much as burnout today is a global experience, it has taken an especially serious toll on the very people who are deeply concerned with occupational well-being: human resources professionals. So, what’s led to the widespread HR burnout?
Too much change too quickly with too few resources. The toll of remote and hybrid work, quiet quitting, layoffs, turnover talent shortage, increased concern for employee well-being, and global AI uncertainty has seemed to fall squarely on the shoulders of the HR department. Unsurprisingly, about half of HR professionals say their stress has increased somewhat and about a quarter said it increased dramatically in 2024.1
When HR professionals spend their time trying to boost companywide well-being, they sometimes pay with their own. Reduced effectiveness from HR burnout has a trickle-down effect to other employees, similar to how caregiver burnout affects dependents.
Read on to learn why the personality characteristics that make HR professionals excellent at their work also dispose them to burnout—and how organizations can help protect them.
Characteristics of HR Leaders
Using the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI), we have analyzed the personality characteristics of HR employees and HR leaders, which includes HR managers and HR executives. Our data tell a fascinating story.
HR Employees
HR employees are responsible for benefits plans, compensation packages, training and development, and other personnel-related duties. They must anticipate problems, manage conflict effectively, maintain standards, and possess excellent communication skills. Since the role of HR can directly impact employee productivity and well-being, it is essential that HR duties are executed well.
HPI - HR employees tend to be good at listening to others and supporting teams but may struggle with resilience and handling day-to-day stress. They also tend to be supportive team players but may show lower initiative, drive, or ambition.
HDS - HR employees tend to manage their insecurities through intimidation or avoidance when under stress. This derailing behavior can emerge when an everyday strength becomes overused during times of burnout. Someone who is typically careful and thorough might become risk-averse and fearful of failure, for example.
MVPI - HR employees tend to be uninterested in competition, prefer to work alone, and prefer stable, predictable, low-risk work environments. Their preferences for making decisions democratically, focusing on tasks, and maintaining structure probably have likely been challenged on many workdays during the unpredictable recent past.
HR Leaders
HR leaders differ from HR employees in both personality characteristics and job tasks, which have a greater focus on corporate strategy, policy, and compliance. Based on our analysis of more than 1,000 HR leaders, we have identified the characteristics that tend to differentiate HR leaders from other global professionals.2
HPI - HR leaders tend to take the lead and push for results, get along with others and avoid conflict, and focus on procedure and implementation. Their HPI personality data suggest they typically show strengths in operational leadership as opposed to strategic leadership.
HDS - HR leaders differ by rank in how they tend to overuse their strengths. When under stress, HR executives may seem arrogant, impulsive, eccentric, or untrustworthy. They might use intimidation or charm to manage their problems. HR managers, on the other hand, may seem perfectionistic, micromanaging, deferential, or ingratiating when under stress. They might tend to avoid directly confronting their problems.4
MVPI - HR leaders tend to desire to help others (higher Altruism) and enjoy both work and life (higher Hedonism). They typically prefer to make decisions based on experience and instinct rather than objective data (lower Science).
How Personality Affects HR Burnout
The personality characteristics that make HR professionals successful at their jobs also make them likely to burn out—regardless of whether they find their work rewarding or meaningful. That HR professionals may feel passionate about their role does not shield them from unmanaged chronic workplace stress.
HPI - Of the seven HPI scales, all seven of them are associated with burnout. While high scores and low scores both have positives and negatives, lower HPI scores tend to indicate higher likelihood of burnout. Two scales have particularly strong associations with burnout: lower scores on Adjustment and Ambition, which data indicate are characteristic of HR professionals.
HDS - HR employees, managers, and leaders alike can be disposed to burning out depending on their HDS scores. High scores on this inventory show overused strengths and derailing tendencies. Of the 11 scales, eight are closely associated with burnout. Depending on the specific scale, a lower score or a higher score is correlated to burnout. HR employees seem especially likely to experience burnout based on their HDS data.
MVPI - Lower average scores on the Power, Altruism, and Affiliation scales are associated with burnout for HR professionals. Because HR professionals tend to be uninterested in competition, value tasks and productivity, and prefer to work independently, their preferred professional environment also disposes them to burnout.
The tasks of HR professionals have not only changed dramatically in recent years, but they have also come to the forefront of many companies’ strategy and forecasting. The lack of stability, staff, and supplies all serve to increase the stress of HR leaders, who may worry about productivity or accomplishing tasks.
Add the burden of setting new standards, raising morale, complying with changing policies, and addressing culture needs, and it’s no surprise that the professionals who care for others also need support.
Protecting HR Professionals from Burnout
HR professionals can mitigate burnout by understanding how their personality characteristics might contribute to derailment. Personality assessment is the first step in gaining data-driven personality insight and beginning development.
Another step is providing HR professionals with adequate technology, tools, budget, personnel, and executive support. Eighty-seven percent of HR professionals say they are under-resourced (and 42% are thinking of leaving the profession altogether).3 When nearly all HR professionals are ill-equipped and understaffed, it’s only to be expected that they are experiencing ongoing stress at and about work.
Individuals in HR can also protect themselves from burnout by coping with stress in ways that will assuage underlying fears, stressors, or insecurities. In general, activities such as adequate sleep, moderate daily exercise, outdoor recreation, family activities or hobbies, and setting boundaries for work hours have all helped other HR professionals manage stress.4
HR burnout is prevalent and serious, but it isn’t an insurmountable challenge. Overcoming burnout among HR professionals starts with understanding the organizational effects of personality.
Expert Contributor
Matt Lemming, MS, is chief of staff at Hogan Assessments and previously held the role of director of knowledge and infrastructure.
References
- Colletta, J. (2025, February 26). Pouring From an ‘Empty Cup’: Why HR Burnout Needs to Be a People Priority. Human Resources Executive. https://hrexecutive.com/pouring-from-an-empty-cup-why-hr-burnout-needs-to-be-a-people-priority/
- Sherman, R. A., & Lemming, M. R. (2021, September 17). Who Becomes an HR Leader? Talent Quarterly. https://www.talent-quarterly.com/who-becomes-an-hr-leader/
- Baker, F., Burrell, J., and Clark, D. (2025). The HR Mental Wellbeing Report. Ultimate Resilience. https://www.shrm.org/hr-today/news/hr-magazine/spring2022/pages/hr-practitioners-are-coping-with-burnout.aspx
- Kelly, J. (2022, April 14). 98% of HR Professionals Are Burned Out, Study Shows. Forbes. https://www.forbes.com/sites/jackkelly/2022/04/14/98-of-human-resources-professionals-are-burned-out-study-shows/