In this space, we are uniquely (and sometimes falsely) positioned between upper management and frontline employees. It’s not your job to play mediator between disgruntled employees and frustrated managers, but it likely feels like it. Your role in the grand scheme of organizational needs is much larger. HR simply can’t make everyone happy; to compensate, it’s imperative to balance immediate and delayed needs throughout the company to develop employees and leadership appropriately. Creating happy employees may be a great side benefit but the work must come first. So how does an overworked HR pro figure out the right balance between the individual and the organizational?