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You’re correct, HR is there to benefit the company. However, in this case, the goals align. OP wants to stop being sent objectionable material while at work. HR wants employees’ actions to not open the company up for litigation. Being able to prove that dickhead is engaging textbook harassment while on the clock should be an open and shut case.
All of this is to be taken with a heaping handful of salt, since regulations differ wildly by jurisdiction, but this seems pretty clear cut to me.
Depends on your bunny rabbit stance, I reckon.