Blog: You may call yourself an HR business partner, but are you – really?
Simply changing an HR generalist’s title to Business Partner without redefining responsibilities and organizational alignment fails to create genuine value. True HR business partners must demonstrate measurable impact, build real relationships with stakeholders, and align HR strategies with overall business priorities.
In a Nutshell: Five suggestions to make your meetings more effective
Improve your meeting effectiveness with five practical strategies: clearly define objectives beforehand, ensure attendees understand the purpose, set a structured agenda, control discussion flow, and document decisions and action items. These learnable skills help leaders run productive meetings that leave colleagues feeling purposeful and accomplished.
News: Youth locked out of jobs due to employers’ changing needs
Over 450,000 young people in the UK lack sustained employment experience because the education system hasn’t adapted to employers’ growing demand for soft skills like communication and teamwork. A Work Foundation report warns that early unemployment can damage long-term career prospects, calling for better coordination between schools, employers, and local services.
So you want to be…head of learning and development?
Head of L&D roles are rare and highly specialized positions, typically found in banking and professional services. Unlike the common misconception, these leaders focus on developing strategic learning initiatives rather than delivering training directly, and require significant senior development experience within a specific industry.
In a Nutshell: Five tips when rolling out HR software
Learn five essential tips for successfully rolling out HR software: keep implementations simple, thoroughly test across devices, provide ongoing training and support, regularly review and gather user feedback, and use the transition as an opportunity to reset performance management goals.
Blog: Does social learning really work?
Research shows people often avoid seeking help from colleagues due to fear of losing face, despite internal knowledge sources being more valuable than external ones. Building social relationships and informal networks within organizations can lower this perceived cost and encourage employees to tap into their organization’s rich internal expertise.
In a Nutshell: Five tips for a smooth office move
An office move requires careful planning and communication with employees. HR expert Kevin Fisher shares five essential tips for a smooth relocation, from understanding staff concerns to appointing a dedicated project manager and maintaining clear communication throughout the process.
What does it take to be an HR director?
HR director positions require significant experience, typically from senior HR business partner or head of HR roles. Employers prioritize commercial acumen, board-level representation skills, sector expertise, and proven ability to drive organizational change and impact business performance.
Green Office Week: How to promote workplace change
Green Office Week encourages workplace sustainability through simple, practical changes that employees can actually implement. HR professionals see better results when focusing on achievable actions that give staff a genuine voice in environmental decision-making rather than complex top-down policies.
Blog: How to get the most out of restructuring, redundancy and redeployment
Maximize organizational restructuring and redundancy outcomes by placing talent strategy at the center of change management. Moving employees like chess pieces without considering their strengths and performance flow often backfires; instead, explore roles where staff can add genuine value and maintain productivity.
How to beat a counter job offer
When employees receive counter offers from their current employers, research shows most leave within months anyway. Counter offers typically address only salary concerns rather than the underlying reasons employees want to leave, making them ineffective long-term solutions for retaining talent.
In a Nutshell: Five steps for managing workplace conflict
Workplace conflict reduces productivity and employee engagement. Learn five practical steps to manage it effectively: understand why it matters, recognize warning signs, speak with parties separately, separate people from problems, and prevent conflicts through open communication and staff training.
The senior HR interim recruitment market: An insight
The senior HR interim recruitment market remains highly competitive, with more candidates than opportunities globally. Organizations prioritize cost control through fixed-term contracts while seeking specialized talent in recruitment, change management, and HR systems project roles, though AVP/VP-level interims remain difficult to source.
How to avoid 10 common employee communication pitfalls
Discover 10 common employee communication pitfalls to avoid, including lack of clarity, relying on single channels, and one-way messaging. Effective internal communications require tailored, multi-channel strategies that encourage open dialogue and provide proper context for organizational messages.
Blog: How to hold on to good employees – Part 1
Learn the five main reasons employees leave their jobs—from poor company culture and lack of recognition to insufficient support and limited growth opportunities. Understanding these factors is essential for developing effective retention strategies.
Blog: Three tips for changing company culture
Changing company culture requires proactive management and effort. Learn three key lessons: culture and strategy both matter, healthy cultures have defined attributes that take time to develop, and leaders can deliberately shape organizational culture through communication and behavior.
Blog: Lessons on dealing with the unions during times of change
An HR manager at a transport company shares strategies for successfully harmonizing shift patterns across teams while maintaining union relations. His consultation-based approach prioritized employee engagement and mutual agreement to minimize resistance and avoid workplace conflict during organizational change.
Blog: Eight tips to support staff through difficult organisational change
Organisational change doesn’t have to damage staff wellbeing. This guide explores eight practical strategies managers and HR professionals can use to support employees through difficult transitions, emphasizing that how change is managed matters more than the change itself.
How to build a positive corporate culture
Building a positive corporate culture requires moving beyond traditional hierarchical management to embrace trust, collaboration, and shared values. A strong culture engages employees, boosts performance, and helps organizations deliver on their brand promise by ensuring staff experience aligns with customer expectations.
Change programmes: Asking the awkward questions
As organizations face economic pressures, change programmes often require cost-cutting and restructuring. HR directors must ask critical questions about staff impact, redundancies, and consultation to ensure changes are implemented effectively while managing the human and organizational consequences fairly across all levels.
