I hit you with some notes a couple of weeks ago regarding the "Don't Trust HR" article that made the rounds at CFO.com.  My advice?  Stop whining and start doing.  The folks around you know whether you are any good or not as an HR pro.  I guarantee that.  For those of you who are strong, your business peers know the value.  That's not the HR folks, it's the managers you serve.

Put your energy into cramming the stereotype down the world's throat by being a different type of HR pro.  Be better than you were last month.  Initiate a value-added project that someone in your organization didn't expect.  Rinse, repeat.  Think different.

It's not HR's reputation that matters.  It's yours. 

Here's a take from a manager in the field who read the article.  More from Phil G. at the always engaging Slacker Manager:

"Here’s another situation: Someone on your team goes to HR to talk about the way they are being treated by you, their manager.Do you trust HR to listen without taking sides, and to work with you and the associate to fix the problem?

One more situation:

You have a job opening for a highly specialized role on your team that needs to be hired ASAP. Standard protocol is to start with a phone screen with an HR assistant, then meet with a recruiter in HR, then if they are deemed worthy, they get to meet with you.

Do you trust HR to move with the speed you need to get the job done in the time you need it to be done?

According to CFO Magazine, don’t trust HR. According to some in the blogosphere, you should trust HR, or at least think critically about what the article in CFO Magazine has to say.

I trust people, not departments. I make my decision based on the person in the role."

Nobody outside of HR cares about the reputation of HR.  If you're good, you get the rewards.  If you suck, you're part of the stereotype.  Film at 11. 

So, get good and try to get better over time.  Managers like Phil know the score.  They're evaluating you, not the profession. 

Think Differrent. Be the ball, Danny.