Workplace conflict is widely recognized as an important organizational issue, yet limited attention has been paid to the actors involved in conflict management processes. This study addresses the gap by examining key actors in workplace conflict management. Specifically, this study investigates: What are the roles and responsibilities of employees, managers, and HR practitioners in organizational conflict management? How do these actors apply conflict resolution strategies to different conflict types? Adopting a qualitative approach, the study draws on interviews conducted across industries in Sweden. The findings show that managers acted as the first layer of conflict resolution across all conflict types by clarifying structures, seeking relational support, and reallocating employees in severe cases. HR practitioners mainly supported relationship conflicts by ensuring accountability and compliance. Employees most often address task conflicts through sensemaking, de-escalation, and relational support. The study highlights the importance of clear responsibilities, managerial capabilities, and psychologically safe work environments.