Uber's HR shop has always been a bit of a mess.  As is often the case, the company outgrew a capable HR leader who was overran by the personality of a founder with total power, and the company decided it was time for a change.  Uber brought in Liane Hornsey to bring mature chops to the situation.

It apparently hasn't gone well.  In addition to encouraging employees to hug during town hall meetings with the singular purpose of talking about harassment issues (WOW!), Hornsey has been accused of routinely dismissing racial discrimination claims.  Can't make this stuff up.

More from Engadget:

Uber's Chief People Officer Liane Hornsey has resigned after a third-party firm investigated allegations that she routinely dismissed internal racial discrimination complaints. She joined the company a month before former engineer Susan Fowler penned a blog post talking about the rampant sexual harassment and sexism she endured at Uber. As head of the HR department, Hornsey served as one of the company's top spokespersons on issues regarding diversity and discrimination throughout the upheavalthat followed. Bo Young Lee, the ride-hailing firm's first diversity chief, was even ordered to report to her instead of to the company's new CEO Dara Khosrowshahi.

Uber's Chief People Officer Liane Hornsey has resigned after a third-party firm investigated allegations that she routinely dismissed internal racial discrimination complaints. She joined the company a month before former engineer Susan Fowler penned a blog post talking about the rampant sexual harassment and sexism she endured at Uber. As head of the HR department, Hornsey served as one of the company's top spokespersons on issues regarding diversity and discrimination throughout the upheavalthat followed. Bo Young Lee, the ride-hailing firm's first diversity chief, was even ordered to report to her instead of to the company's new CEO Dara Khosrowshahi."

Today's lesson for anyone reading this - HR or line leader - is that YOU ARE RESPONSIBLE FOR ENSURING that allegations of unfair treatment get the focus and attention they deserve. That means:

1. listening with empathy
2. taking action via investigation
3. reporting back on outcomes to those who raised the issue.

It's HR 101.  It should be common, but it's not as routine as it should be. Wake up call - you've always been at risk when you fail to do the hard work associated with #1 through #3.  

In today's world, we're more at risk than ever as HR pros, as the Uber news shows.

Do the work.  Do your job, no matter how bogus you think the claim is.  

YOU HAVE TO DO THE WORK.