They should give you the risks -"he has a criminal record of fraud, and will expose us to some lawsuits that could close the doors. In addition, we will have to quit doing business with our 5 top customers". But that's not a decision. It's information.
They can give you their capabilities - "I am unable to come up with a way for us legally employ them in the U.S." or "It will cost us approximately $500K to manage the legal end of hiring them." This is not a decision, it's information.
They can give you personality notes - "He was extremely rude and insulting during the initial phone calls, and asked me to perform a sex act for money. I believe he will be a personality cancer in this company". This is also not a decision, it's information.
When you actually trust and value your HR department they no longer feel the need to be gatekeepers. They are a valuable source of information during the hiring process. Of course, you have to trust your hiring managers to make the right decisions based on this information.
Policies that give multiple departments "final say" or veto powers are put in place because the individuals are not trusted... which points back at poor hiring or promoting.