The process of change in organizations is usually triggered by business-related environmental factors which if not managed adequately result in uncertainty and volatility leading to a situation where an organizations may lose competitive advantage especially if its response is reactive. Consequently, organizations' preparedness and pro-activeness across all functional departments are key success factors in terms of the wise use of resources/capabilities. Of particular significance is the human resource (HR) function whose role is fundamental in the change process necessary to accommodate change. This research aims to assess the role of HR in the ongoing process of change in organizations by identifying the change process, the functions and roles of HR in this process and how these interrelate. Exploratory qualitative research is used based on primary data obtained from semi-structured interviews. A willing small sample of HR experts and practicing professionals is selected. The research outcomes shed light on the HR practitioners role in the process of change, and an assessment of the nature of the intertwining effect to develop appropriate response policies in a more effective and efficient manner. Findings, though pertinent to a small group and may not be generalizable, act as an eye opener to organizational policy makers as well as HR managers.