HR Voices Podcast

Episode 51: How a Virtual Assistant Can Help HR Consultants Grow Their Business

HR Voices Podcast
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante of HR Independents Ltd.
DATE: 9 June 2025
Episode 51: HR Voices with Kelly Matcham – How a Virtual Assistant Can Help HR Consultants Grow Their Business
Guest: Kelly Matcham, Pink Spaghetti Mole Valley & Dorking
In this episode, Mary Asante is joined by Kelly Matcham, a virtual assistant from Pink Spaghetti Mole Valley & Dorking. Kelly shares insights on how working with a VA can help HR consultants and independent professionals streamline their operations, free up time, and ultimately grow their business.
What to Expect in This Episode
💼 What Is a Virtual Assistant (VA)?• Understanding what a VA does and why “virtual assistant” can be a misleading term.• How VAs act as the 25th hour in the day for busy business owners.
🔍 Identifying the Right Tasks to Delegate• How to identify the tasks that don’t suit your skillset or consume too much time.• Starting small and scaling support as needed.
🧰 Common Tasks Delegated to VAs• Inbox and diary management.• Onboarding clients, recruitment support, CRM and process support.• Social media and marketing assistance.• Event and project coordination.
🧠 Choosing the Right VA for Your Business• Importance of rapport and relationship building.• How to vet potential VAs based on your business needs.• Consideration of their background, team structure, and ability to scale.
🗣️ Communication and Onboarding• Best practices for communicating and sharing access with your VA.• Tools and platforms to streamline collaboration.• The importance of onboarding both ways and setting clear expectations.
📈 Growing Together• How VAs can help identify business blind spots.• Using the VA’s broader experience across industries to your advantage.
✅ Key Takeaways
VAs are a flexible and scalable way to reduce admin burden.• Build trust and start small—then scale as confidence and needs grow.• Communication, clarity, and realistic expectations are essential to success.• VAs can become an extension of your team and help drive business growth.
📣 Top Tips from Kelly Matcham
Start by listing tasks you dislike or repeat frequently.2. Talk to several VAs to find the right fit for your needs and values.3. Start small with a few hours a week and grow the relationship gradually.🎧 Listen & Engage
If you found this episode helpful, subscribe, leave a review, and share it with fellow HR professionals. Got a topic or want to be a guest? Get in touch at: hrvoices@hrindependents.co.ukFor more resources, visit www.hrindependents.co.uk

Episode 50: Outplacement Support

HR Voices Podcast
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante of HR Independents Ltd.
DATE: 26 May 2025
Episode 50: Outplacement Support  
Guest: June Hogan, Wildwood Coaching
In this heartfelt and highly practical episode, host Mary Asante is joined by June Hogan, founder of Wildwood Coaching and a seasoned outplacement specialist. Drawing on her rich HR background and personal experience with redundancy, June shares why outplacement support matters now more than ever—and how HR professionals can integrate it into their practices compassionately and effectively.
What to Expect in This Episode
🔄 Understanding Outplacement
What outplacement is and what services it includes—from CV writing to emotional support.
When and how to implement outplacement in the redundancy process.
Why it’s an investment in both individuals and your organization.
💼 The Human Side of Redundancy
June shares her personal experiences with redundancy—and what she learned on both sides of the table.
How emotion, identity, and support play a role in employee transitions.
Why good offboarding impacts retention, morale, and future talent engagement.
🧰 Designing an Effective Outplacement Offer
Group vs. individual support — how to tailor your approach based on employee needs and budget.
How much outplacement costs and why it doesn’t need to break the bank.
Why communication, clarity, and choice are key to employee uptake.
Key Takeaways
Outplacement support can soften the impact of redundancy and guide people forward.
Consider it early and build it into your redundancy planning and budget.
Effective support should be empathetic, practical, and flexible.
The way you treat leavers affects the culture and morale of those who remain.
Personal experiences of redundancy can inform better HR practices.
Top Tips from June Hogan
Plan early – Involve outplacement in your initial redundancy planning.
Focus on people – Never lose sight of the individuals behind the roles.
See it as investment – It builds trust, resilience, and long-term reputation.
🎧 Listen & Engage
If you enjoyed this episode, please subscribe, leave a review, and share it with your network.Have a topic you'd like us to cover? Or want to be a guest?📩 Email us at: hrvoices@hrindependents.co.uk🌐 Visit: www.hrindependents.co.uk for more insights and resources.

Episode 49: Investigations and the PEACE Model

A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante of HR Independents Ltd.
DATE: 12 May 2025
Episode 49: Investigations and the PEACE Model
 
Guest: Kate Marston, MaST People Support
In this episode of HR Voices, host Mary Asante is joined by Kate Marston, founder of MaST People Support and former police detective. With a career that spans law enforcement and corporate investigations, Kate shares her expertise on how HR professionals can approach workplace investigations effectively using the PEACE model.
What to Expect in This Episode
 
Understanding Investigations in the Workplace
How investigations go beyond disciplinaries and grievances to support compliance, safety, and fairness.
Why collaboration between HR, legal, IT, and other departments is critical for effective outcomes.
The PEACE Model Explained
A breakdown of the PEACE acronym: Planning, Engage & Explain, Account, Closure, and Evaluation.
Why the model fosters non-confrontational, evidence-based interviews.
How it’s used across sectors to improve investigation quality.
Best Practice for Conducting Investigations
How to assess whether an investigation is necessary.
The importance of terms of reference, planning, and proportionality.
Managing stakeholders including HR, legal, and PR with transparency and care.
Keeping impartiality and record-keeping front and center.
Key Takeaways
 
Define clear terms of reference to guide scope and decisions.
Plan every investigation phase with care, especially interviews.
Use the PEACE model for ethical, effective interviews.
Be impartial, not just “independent”—let evidence guide your process.
Keep thorough records and evaluate your own performance for future improvement.
Top Tips from Kate Marston
 
Create strong terms of reference to anchor your investigation.
Take time to plan—not just the steps, but your interview strategy.
Follow evidence methodically and document your decisions.
Choose the right investigator—skills, training, and impartiality matter.
Reflect on every investigation to improve for the next one.
🎧 Listen & Engage
If you enjoyed this episode, please subscribe, leave a review, and share it with your network.
Have a topic you'd like us to cover? Or want to be a guest?
📩 Email us at: hrvoices@hrindependents.co.uk
🌐 Visit: www.hrindependents.co.uk for more insights and resources
 

Episode 48: How to stop relying on referrals and start marketing your consultancy

HR Voices Podcast
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante of HR Independents Ltd.
DATE: 28 April 2025
Episode 48: HR Voices with James Lyon – How to stop relying on referrals and start marketing your consultancy  
Guest: James Lyon, HR Marketing Box
In this insightful and high-energy episode, host Mary Asante is joined by the dynamic James Lyon, known as the world’s go-to HR marketing guy. Together, they explore a common challenge facing HR consultants: how to break free from relying solely on referrals and build a sustainable marketing strategy.
In This Episode
 
🚫 Why Referrals Alone Aren’t Enough
The hidden risks of relying solely on word-of-mouth.
How losing one client can severely impact income.
Why referrals are unpredictable and put your future out of your control.
🔁 Shifting the Mindset: From Hope to Strategy
Marketing as a form of risk management—not just growth.
The danger of “hope marketing” and its role in the boom-and-bust cycle.
How proactive marketing protects income and improves stability.
🌱 The Power of Brand Awareness
Farmer vs. hunter marketing explained.
Becoming the “go-to” HR consultant in your niche.
Effective channels: LinkedIn, websites, emails, and more.
🛠️ Tools & Tips to Get Started
Build your brand through daily LinkedIn content—no Premium required.
Use the four key marketing channels: LinkedIn, website, email, and Google profile.
Automate outreach with tools like Meet Alfred to grow your network.
Key Takeaways
Brand awareness is essential for consistent client flow.
Marketing mitigates risk and builds business resilience.
Automation and content help maintain visibility and engagement.
Value-based pricing using the HR Service Pyramid unlocks scale.
A marketing system beats guesswork—you don’t have to be an expert.
Top Tips from James Lyon
Be consistent – Post regularly on LinkedIn to stay visible.
Focus your audience – Connect with potential clients, not just peers.
Build smart systems – The right setup saves time and secures leads.
Listen & Engage
Enjoyed this episode? Subscribe, leave a review, and share with fellow HR consultants.Want to get involved or suggest a topic?📩 Email: hrvoices@hrindependents.co.uk🌐 More insights at: www.hrindependents.co.uk
 
 

Episode 47: How can HR consultants facilitate difficult conversations?

HR Voices Podcast
Episode 47: How can HR consultants facilitate difficult conversations? Why being savvy and demonstrating STREETCREDS is a gamechanger.
Hosted by: Mary Asante | HR Independents Ltd
Episode Overview:
In this engaging episode, host Mary Asante is joined by Sarah Harvey, founder of Savvy Conversations, leadership coach, trainer, facilitator, workplace mediator, and author. Sarah discusses practical insights on how HR consultants and business leaders can facilitate difficult workplace conversations effectively. She introduces her unique "STREET CREDS" framework and highlights the importance of psychological safety, emotional intelligence, and credibility when managing sensitive discussions.
What to Expect in This Episode:
🔹 The STREET CREDS Framework:
Understanding the dual components—'STREET' (conditions necessary for good conversations) and 'CREDS' (the practical steps to hold effective discussions).
Practical advice on being candid, respectful, engaging, directional, and sensitive.
🔹 Psychological Safety and Trust:
Techniques for creating an environment where difficult conversations can happen safely.
The role of credibility and trust in ensuring messages are received effectively.
🔹 Emotional Intelligence & Timing:
Strategies for identifying the right conversation, delivered in the right way, at the right time.
How emotional intelligence can influence outcomes positively.
🔹 Balancing Results and Relationships:
Tips for managing the "Savvy Seesaw"—balancing candidness and sensitivity to maintain relationships while achieving desired outcomes.
Key Takeaways: 
✅ Right conversation, right way, right time – Aligning these three elements is critical to effective dialogue. 
✅ STREET CREDS – A practical framework for structuring conversations and managing difficult discussions. 
✅ Psychological safety matters – Creating a safe space helps people engage authentically.
 ✅ Balance candidness and sensitivity – Honesty is effective only when paired with empathy and respect. 
✅ Continual learning – Mastering the art of conversation requires ongoing self-awareness and adaptability.
Looking Ahead: HR Voices continues to spotlight impactful conversations and essential HR topics. To suggest topics or become a guest, please contact us at HRVoices@hrindependents.co.uk.
📌 Subscribe, share, and review to help spread the word!
🎙️ Listen Now: [Insert podcast link]
 
 

Episode 46: Conversations That Matter – From Legislation to Lived Experience in Today’s Workplaces

🎙️ HR Voices Podcast
Episode 46: Conversations That Matter – From Legislation to Lived Experience in Today’s Workplaces
Hosted by: Charlotte Allfrey & Mary Asante | HR Independents Ltd
📅 Release Date: 31st March 2025
🔍 Episode Overview:
In this reflective roundup episode, Charlotte and Mary revisit key highlights from Episodes 39 to 45 of the HR Voices podcast. They cover everything from game-changing employment law to difficult yet vital conversations around retirement, neurodiversity, and domestic abuse. Whether you’re an HR consultant, small business leader, or simply passionate about people at work — this episode is a goldmine of insight, inspiration and action.
🎧 What You’ll Learn:
⚖️ 1. Employment Law Updates with Amanda Trewhella (Ep. 39)
Major changes coming in 2025: Day-one unfair dismissal rights, new flexible working rules, and third-party harassment responsibilities.
What businesses must do now to prepare.
📊 2. Strategic Planning with Colin Hall (Ep. 40)
Why every business—large or small—needs a plan (even if it changes!).
How tools like SWOT and PESTLE can help you adapt to change.
💙 3. Blue Monday & Mental Health in the Workplace (Ep. 41)
Unpacking the reality behind Blue Monday and January burnout.
Mental health tips and why psychological safety is more than a buzzword.
🤖 4. HR Trends for 2025 (Ep. 42)
How AI, wellbeing, and DEI are shaping the future of HR.
Why upskilling, reskilling, and employee listening matter now more than ever.
👵 5. Retirement Conversations with Anne Cannings (Ep. 43)
Why it’s time to normalise conversations about retirement.
Planning financially, emotionally, and professionally—for both employees and independent consultants.
🧠 6. Neurodiversity in the Workplace with Zoe Carroll (Ep. 44)
How to move beyond compliance and build truly inclusive, neurodiversity-friendly environments.
Why equity > equality, and practical tips to get started.
🏠 7. Supporting Employees Facing Domestic Abuse with Emma Bray (Ep. 45)
The signs HR and line managers should look out for.
Why having the right policy and referral network could save someone’s life.
💡 Key Takeaways:
✅ Keep conversations human — laws and tech matter, but people are the heartbeat of HR. ✅ Proactive beats reactive — plan now for legal changes, cost-of-living impacts, and employee wellbeing. ✅ DEI is ongoing — not just an initiative but an everyday culture shift. ✅ Empower line managers — give them the tools and confidence to support their teams. ✅ Support is strategy — mental health, retirement, and domestic abuse all affect performance and retention.
🔗 Related Episodes to Catch Up On:
🎧 [Ep. 39 – Employment Law Roundup 2024 with Amanda Trewhella] 🎧 [Ep. 40 – Strategic Business Planning for 2025 with Colin Hall] 🎧 [Ep. 41 – Blue Monday and Mental Health in the Workplace] 🎧 [Ep. 42 – HR Trends for 2025] 🎧 [Ep. 43 – Retirement Planning with Anne Cannings] 🎧 [Ep. 44 – Making Workplaces More Neurodiversity Friendly with Zoe Carroll] 🎧 [Ep. 45 – Supporting Employees Facing Domestic Abuse with Emma Bray]
📬 Get Involved:
Got a story to tell or a challenge to share? We’d love to feature you or your idea on a future episode! 📩 Email: HRVoices@hrindependents.co.uk
🌟 Support the Podcast:
✅ Subscribe ✅ Share this episode with your HR and business network ✅ Leave us a quick ⭐⭐⭐⭐⭐ review
🎙️ Listen Now: [Insert Podcast Link]
🔗 More insights: www.hrindependents.co.uk
 
 

Episode 45: Supporting Employees Facing Domestic Abuse with Emma Bray (nee Armstrong)

HR Voices Podcast
Episode 45: Supporting Employees Facing Domestic Abuse with Emma Bray (nee Armstrong)
Hosted by:
Charlotte Allfrey & Mary Asante | HR Independents Ltd
Episode Overview:
In this powerful and thought-provoking episode, hosts Charlotte Allfrey and Mary Asante speak with Emma Bray (nee Armstrong), CEO of I Choose Freedom, an independent charity providing refuge and support for survivors of domestic abuse. Emma shares her expertise on how HR professionals and business leaders can recognize signs of domestic abuse, support affected employees, and foster a workplace culture that encourages openness and safety.
What to Expect in This Episode:
🔹 Understanding Domestic Abuse
What domestic abuse truly entails beyond physical violence, including coercive control, financial abuse, and emotional manipulation.
The misconceptions surrounding domestic abuse and why many survivors struggle to identify their situation.
🔹 Recognizing the Signs in the Workplace
How changes in productivity, absenteeism, or social withdrawal may indicate an employee is in distress.
The subtle and overt signs that HR professionals and line managers should look out for.
Creating a supportive and non-judgmental space for employees to seek help.
🔹 Employer Responsibilities & Supportive Workplace Practices
How businesses can create a culture of awareness and safety for employees facing domestic abuse.
The importance of domestic abuse policies, signposting to specialist services, and offering flexibility for affected employees.
Training and professional development opportunities to equip HR professionals with the skills to handle disclosures sensitively.
🔹 Emma’s Work & Advocacy
How I Choose Freedom provides life-saving refuge and holistic support for survivors.
Emma’s journey from survivor to CEO and her recent recognition at Buckingham Palace.
How employers can partner with charities and get involved in fundraising efforts.
Key Takeaways:
✅ Believe survivors – Creating a non-judgmental space can make all the difference. ✅ Educate and train HR teams – Awareness and knowledge empower action. ✅ Policy matters – Having a domestic abuse policy can save lives. ✅ Signpost, don’t fix – Employers aren’t expected to be experts but should know where to direct employees for help. ✅ Small actions can have a huge impact – Whether it’s adjusting work schedules, offering safe spaces, or simply listening.
Get Involved & Learn More:
Visit I Choose Freedom to learn about their work and how you can support.
Watch the ITV documentary Her Majesty Behind Closed Doors to gain deeper insight into the realities of domestic abuse.
If you or someone you know needs support, contact the National Domestic Abuse Helpline at 0808 2000 247 (available 24/7).
Looking Ahead:
As always, HR Voices aims to bring real conversations that matter. If you’d like to be a guest or have a topic suggestion, get in touch at HRVoices@hrindependents.co.uk.
📌 Don’t forget to subscribe, share, and leave us a review!
🎙️ Listen Now: [Insert podcast link]
 
 

Episode 44: Making workplaces more neurodiversity friendly

HR Voices
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.
DATE: 3rd March 2025
Episode 44: Making workplaces more neurodiversity friendly
Guest: Zoe Carrol, Optimise Potential 
In this thought-provoking episode, Mary Asante and Charlotte Allfrey are joined by Zoe Carroll from Optimise Potential Limited to explore the importance of making workplaces more neurodiversity-friendly.
Zoe shares her extensive experience in performance psychology, neurodiversity, and inclusion, shaped by her time in air traffic control with the RAF, her work in education, and her personal journey raising a neurodivergent child.
Together, they unpack how businesses can create environments that allow neurodivergent employees to thrive and why embracing neurodiversity is not just about compliance but about unlocking potential, innovation, and engagement in the workplace.
What to Expect in This Episode:
What is Neurodiversity? Understanding the concept, the spectrum of conditions it includes, and its impact on individuals in the workplace.
Breaking Down the Stigma: Why neurodivergence is not a trend, but an essential consideration for organisations.
The Masking Dilemma: How many neurodivergent individuals hide their true selves in the workplace and what businesses can do to create a safer, more inclusive environment.
Workplace Challenges & Solutions: Addressing hiring biases, workplace accommodations, flexible working, and the importance of equity over equality.
Practical Steps for HR Professionals & Leaders: Small, meaningful changes that can make a significant difference.
Key Takeaways:
Neurodivergence is more common than you think: 1 in 5 people are neurodivergent, yet many go undiagnosed or feel unsafe revealing their condition at work.
Workplaces are often designed for neurotypical individuals: Many neurodivergent employees struggle in traditional office settings, recruitment processes, and rigid workplace structures.
A small adjustment can make a big difference: Simple changes in communication styles, meeting formats, interview processes, and flexible working arrangements can help neurodivergent employees perform at their best.
Equity over equality: Treating everyone the same does not create fairness – providing the right individual support does.
Carers also need consideration: Many employees have neurodivergent children, partners, or relatives, and businesses must recognise the additional challenges they may face.
Top Tips from Zoe Carroll:
Ask, don’t assume – Have open conversations with employees about their needs rather than making assumptions based on stereotypes.
Flexible working matters – Recognise that productivity times differ, and offer flexibility where possible to optimise employee performance.
Adjust recruitment processes – Consider alternative interview methods, allowing candidates to showcase their skills in a way that suits them.
Encourage open communication – Establish safe spaces where neurodivergent employees feel comfortable discussing challenges and requesting reasonable adjustments.
Think beyond labels – People are more than their diagnoses; focus on strengths rather than limitations.
Looking Ahead:
Mary, Charlotte, and Zoe emphasise that creating neurodiversity-friendly workplaces is not just about compliance—it’s about maximising talent, fostering innovation, and building truly inclusive cultures.
By educating leaders, adapting policies, and embracing diversity of thought, businesses can unlock the full potential of their teams while supporting employees in ways that genuinely matter.
Thank you for listening to HR Voices!
If you enjoyed this episode, we’d love it if you could leave us a review.
Want to be a guest on HR Voices or have a topic you’d like us to cover?
Get in touch at HRVoices@hrindependents.co.uk.
For more HR insights, visit www.hrindependents.co.uk.
 

Episode 43: Retirement Planning for HR

HR Voices
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.
DATE: 17th February 2025
Episode 43: Retirement Planning for HR
Guest: Anne Cannings, Retirement Pathways
In this insightful episode, Mary Asante and Charlotte Allfrey are joined by Anne Cannings from Retirement Pathways to explore the complexities of retirement conversations in the workplace. Together, they unpack the challenges and opportunities of discussing retirement in a supportive and structured way.
What to Expect in This Episode:
Breaking the Taboo: Understanding why retirement discussions have become sensitive topics for both employers and employees and how to normalise these conversations.
Practical Steps for HR Professionals: Strategies for organisations to provide support and create a culture where these discussions are safe and beneficial.
The Retirement Journey: Exploring the three key aspects of retirement planning – psychological transition, financial planning, and leaving the workplace well.
Independent Consultants and Retirement: Tailored advice for self-employed professionals on planning for the future.
Key Takeaways:
Normalise the Conversation: Create an environment where discussing retirement is as common as talking about career development.
Support Through Training and Resources: Equip managers with the skills to have these conversations and provide employees with access to retirement planning resources.
Start Planning Early: Encourage retirement preparation from mid-career onwards to ensure a smoother transition.
Don’t Neglect the Non-Financial Aspects: Psychological and emotional readiness is just as important as financial planning.
Top Tips from Anne Cannings:
Start the conversation early – it’s never too soon to plan for retirement.
Provide safe spaces and workshops for employees to discuss their retirement vision without stigma.
Make resources easily accessible, including coaching, webinars, and financial advice.
Encourage succession planning as part of ongoing professional development to avoid last-minute disruptions.
Consider legal aspects such as wills and lasting powers of attorney as part of holistic retirement preparation.
Looking Ahead:
Mary, Charlotte, and Anne emphasise the importance of making retirement planning a collaborative, empowering process that benefits both the individual and the organisation. With thoughtful planning and open communication, everyone can look forward to a positive transition into this significant stage of life.
 
 
Thank you for listening to HR Voices!
If you enjoyed this episode, we’d love it if you could leave us a review.
Want to be a guest on HR Voices or have a topic you’d like us to cover?
Get in touch at HRVoices@hrindependents.co.uk.
For more HR insights, visit www.hrindependents.co.uk.
 

Episode 42: HR Trends for 2025

HR Voices
A podcast for independent HR and people professionals, and the businesses they support.
Hosted by Mary Asante and Charlotte Allfrey of HR Independents Ltd.
DATE: 3rd February 2025
Episode 42: HR Trends for 2025
In this episode, Mary Asante and Charlotte Allfrey explore the key trends shaping the future of HR in 2025. From artificial intelligence to employee wellbeing, they discuss how these developments will influence HR practices and workplace dynamics.
What to Expect in This Episode:
Artificial Intelligence in HR
How AI can streamline HR processes such as recruitment, performance management, and employee engagement.
The importance of ethical implementation to avoid bias and ensure fairness.
Exploring AI's potential to complement, not replace, the "human" in human resources.
Employee Wellbeing
A holistic approach to employee wellbeing, including physical, mental, emotional, and financial health.
The role of tailored employee benefits in creating a happy, productive workforce.
Tips for supporting mental health and financial wellbeing in the workplace.
Upskilling and Reskilling
Addressing skills shortages by investing in training and development for existing employees.
Preparing workforces for AI integration and new ways of working.
The importance of personal development plans (PDPs) in retaining and engaging talent.
Diversity, Equity, and Inclusion (DEI)
Maintaining DEI strategies in the era of AI and ensuring compliance with the Equality Act.
Understanding the shift from equality to equity to support diverse needs in the workplace.
Why embracing diversity leads to greater profitability and innovation.
Legislative Changes
Preparing for the April 2025 updates, including increases in the national minimum wage and statutory pay rates.
Understanding the impact of the employer National Insurance contribution rise.
Introduction of neonatal leave and pay, and its significance for family-friendly policies.
Key Takeaways:
AI is Here to Stay: When integrated responsibly, AI can enhance HR processes and improve decision-making.
Employee wellbeing is Essential: A happy workforce is a productive workforce; tailor benefits to meet employee needs.
Upskilling Pays Off: Investing in your current workforce can save costs and build loyalty.
DEI Drives Success: Equity over equality is the key to fostering inclusivity and innovation.
Stay Ahead of Legislation: Understanding the financial and operational impact of upcoming changes is crucial.
Top Tips from Mary and Charlotte:
Regularly review and adapt HR processes to align with emerging trends and technology.
Engage employees in discussions about wellbeing to ensure benefits are impactful and valued.
Take proactive steps to reskill and upskill staff, preparing them for future challenges and opportunities.
Looking Ahead:HR in 2025 is all about adaptability, innovation, and keeping people at the heart of every decision. Mary and Charlotte encourage listeners to embrace change, prioritise wellbeing, and invest in their workforce.
Thank you for tuning in to HR Voices!If you enjoyed this episode, please leave us a review.
Want to be a guest on HR Voices? Or have a topic you’d like us to cover? Reach out to us at HRVoices@hrindependents.co.uk.
For more HR insights, visit www.hrindependents.co.uk.