In today's competitive business environment, organizations frequently undergo restructuring to improve efficiency and adaptability. This process significantly impacts employees, especially Human Resource (HR) leaders who are responsible for managing and implementing these changes. This study examines the role of Human Resource Management (HRM) in organizational restructuring, focusing on the challenges, experiences, and coping mechanisms of HR leaders. Based on a descriptive survey of 100 respondents — including HR managers, employees, supervisors, and HR support professionals — the findings reveal that HR leaders face significant emotional and professional pressure as they manage layoffs, communicate difficult decisions, and support employees while dealing with their own stress. Key issues identified include lack of advance notice, poor communication, and reduced organizational support, all of which negatively affect employee morale and trust. The study highlights the importance of effective communication, early HR involvement, and strong support systems to improve restructuring outcomes. It also emphasizes the role of coping mechanisms such as collegial support, family support, and Employee Assistance Programs (EAPs). In conclusion, a human-centred approach to restructuring, supported by effective HRM practices, can enhance organizational performance while ensuring employee well-being.

Keywords: Organizational Restructuring, Human Resource Management (HRM), HR Leaders, Employee Assistance Programs (EAPs), Grief and Stress Management, Organizational Support, Communication Effectiveness