Conflict is something which cannot be controlled by human. Every human being has a conflict management style and perception according to his/her role, thought, and environment in dealing with it, especially in Human Resources who manages employees. The purpose of this study was to determine the perception of the role of Human Resources in dealing with conflict in the organization and to find out how the conflict management style of Human Resources in their organization was. The method used was a qualitative method with a phenomenological approach by looking at the experiences of those who were Human Resources in dealing with organizational conflicts. With qualitative methods, interviews were conducted with four informants from different organizations, with two organizational criteria, they were modern organizations and traditional organizations. The result of this research was the perception of individual’s role as Human Resources in responding to organizational conflict was a natural and normal thing, conflicts were handled wisely according to the causes of existing conflicts. The conflict management style used by Human Resources in modern organizations and traditional organizations was different. Modern organizations used an integrative conflict management style. Meanwhile, traditional organizations used a conflict management style of dominance and compromise. The conclusion of the study was that the conflict management style applied to each Human Resources was based on the perception of the role obtained from the principles and environment of their organization.