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Mental Wellness Tips for HR Leaders: How to Manage Stress Under Pressure

It’s tough out there for the “people” people.

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Plane Team

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Summary: HR leaders are under immense pressure, balancing a variety of roles while managing the emotional and operational demands of their organizations. With increasing stress levels, particularly in small to mid-sized businesses, many HR professionals find themselves struggling to maintain their own well-being. To manage stress effectively, HR leaders can set clear boundaries, find support systems, and make time for rest. Additionally, organizations should prioritize HR wellness by investing in tools that reduce manual tasks, normalizing boundaries, and offering HR-specific wellness programs. By supporting HR leaders, companies can create a healthier, more resilient workforce, ultimately benefiting the entire organization.If you’re an HR leader, you already know the challenges of the role: You’re expected to be part strategist, part compliance expert, part office hype person…and sometimes, the one to break bad news. And in a year where layoffs, hiring freezes, and constant regulatory shifts have become routine, that pressure is only mounting.The difficult truth is that the people in charge of supporting everyone else’s well-being are often struggling to preserve their own.So let’s talk about that. And, more importantly, what we can all do about it.

The quiet crisis facing HR

In a recent HR Executive survey, 76% of HR professionals said their stress levels increased somewhat or dramatically in 2024. That’s not good.Today’s HR teams — especially in small and midsize businesses — are carrying more than their fair share of the emotional weight. Beyond their actual job descriptions, they’re:

Delivering tough news about layoffs or policy changes

Acting as intermediaries in team conflicts

Getting painted as the “fun police” or the “bad guy”

Becoming default therapists for employees who need to vent

Juggling context-switching between operations, compliance, and emotional labor

Wearing multiple hats: event planner, office manager, recruiter, benefits coordinator…the list goes on

And often, they’re doing it all while understaffed and under-resourced.

How HR leaders can protect their own mental wellness

So what can HR pros do to stay resilient without adding “self-care” as yet another task on the to-do list? Here are some strategies that are actually doable, even in the midst of chaos:

Set micro-boundaries

You may not be able to say no to everything, but you can get clearer about when and how you say yes.

Block off focus time on your calendar — and treat it like a meeting

Turn off Slack notifications outside of working hours (and stick to it)

Create internal guidelines — and communicate them with managers — about when to escalate issues to HR and when they can be handled elsewhere

Find your support system

You’re not alone, and you shouldn’t have to figure it all out by yourself.

Join peer Slack groups or HR communities (like People Over Perks or Hebba Youssef’s I Hate It Here newsletter)

Connect with a mentor or coach who understands the HR-specific challenges you’re facing. (Not sure where to start? Check out the SHRM Mentorship Program.)

Consider therapy or counseling

Use your PTO (and don’t feel guilty)

Unfortunately, HR leaders are often the last to take time off and the first to get called when something goes sideways.But stepping away is essential. Try:

Scheduling short breaks in advance, even just a Friday afternoon off

Turning off email and Slack completely (set expectations clearly before you leave)

Using PTO not just for vacation, but for mental resets (even if that means just enjoying a staycation)

Protecting your mental health as an HR leader means making small, intentional choices that add up over time. By setting boundaries, leaning on a support network, and taking time to reset, you’re not just preserving your own well-being — you’re setting a healthy example for your entire organization.

What companies can do to support HR leaders

HR can’t support everyone else if no one’s supporting them. Here’s how leadership teams can make a meaningful difference:

Make HR wellness a business priority

It’s not just about being nice, it’s about keeping your company running smoothly. When HR is supported, they’re better equipped to resolve conflicts, guide teams through change, and nurture a culture of trust throughout the organization.

Invest in tools that reduce manual work

The more you can automate the admin work, the more room your HR team has to think strategically and breathe. Take a look at how you can make payroll, onboarding flows, and policy updates run more smoothly. You can also consider using GenAI to streamline your processes and building Slack workflows that put your procedures on autopilot.

Normalize boundaries and breaks

HR shouldn’t be expected to be “on” 24/7. Encourage boundaries, lead by example, and support a culture where stepping away is celebrated, not penalized.

Offer wellness programs that include HR

Think beyond generic benefits. Try:

A Slack channel that your HR team can use (even anonymously) to raise concerns or share tips with one another

Mental health stipends for therapy or coaching

HR-specific retreats, lunches, or appreciation events

Supporting your HR team isn’t optional if you want to grow your business. When companies take care of their HR teams, they give everyone at the company the best opportunity to thrive.

Take these steps toward taking care of you and your team

HR leaders are often the first line of defense when things go sideways. Supporting them is how resilient, future-ready companies are built. If you’re an HR pro, take care of yourself. If you’re a founder or CEO and you want to protect your people, start by supporting your HR team.Because when your HR team is healthy and happy, the entire company benefits.

Looking for more self-care guidance?

In this TEDx talk, public health expert Portia Jackson-Preston shares how self-care isn’t just bubble baths and breaks — it’s a necessary act of preservation, especially for those navigating high-pressure roles and systemic stress.

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