I’ve read through a lot of this thread and one thing that’s interesting to me is the relatively little weight that’s been given to the HR violation aspect of Huang’s behavior with a subordinate; specifically the power dynamic aspect.

I’m guessing most HN folks are in the camp that believes modern, powerful HR orgs serve a crucial function in protecting and advocating for employees in boss-underling relationships like this, where the power dynamic of these situations demands that they not be tolerated.

So which is it? Do you make allowances and exceptions and become a vocal (or tacit) apologist for this dynamic in some cases, or hold to what seems like a reasonable principle? (Not just in Jensen’s case but across the board?).

If the consensus here slides to the apologist side that’s fine, but in that case can we all agree to defund “Big HR”? If they can’t establish and enforce a consistent rule of no sleeping with your reports, especially at the highest echelons, then what good are they?