Also, an HR that has a right education can and will pushback against decisions that do not make sense such as removing employee that has essential know-how knowledge and that brings a value to the team.

The problem is that a lot of people in management do not want to hear feedback and only want to be surrounded by positive thinking and people that they can micromanage (even while the ship is sinking). Hiring people that do not have right education is basically a way to avoid any feedback and criticism, while having people that will do work that they are not really educated for, but happy because of the salary.

Another problem is gender disproportion in this field.

You can't expect a literature major in HRBP role to understand micro and macro organization of the business and how it is affected by various stuff.

If people had paid more attention to the pioneering management theorist, Mary Parker Follett, who wrote more than a century ago, we wouldn't be in this mess. But of course, her work was almost entirely erased and forgotten, only rediscovered in the 1990s.

Don't worry, I have a whole chapter about this in the new book.