To get a seat at the table, mid-career HR leaders must move past basic descriptive statistics and start linking people data directly to business performance. Here is my guide on how to become a data-driven HR leader, even if you hate maths.

Here is my guide on why becoming an HR mentor is the single best way to future-proof your leadership, re-energize your career, and build a lasting professional legacy.

If you email your team at 11 PM, you aren't showing dedication. You might be exposing your business to a costly constructive dismissal claim. With the UK looking closer at a formal right to disconnect as exists in New Zealand already, HR might get caught in the crossfire. How do we protect our people from burnout when our executives are self-proclaimed workaholics? Here is my take on breaking the 'always-on' cycle—legally and culturally.

If your payroll team is still using the standard 12.07% calculation rule for your irregular or part-time workers, you are exposed to a major financial liability. Between complex case law like Harpur Trust v Brazel and recent statutory shifts, holiday pay in the UK has become a compliance trap. Here is my guide on how HR leaders can untangle this payroll nightmare, protect their businesses, and win back employee trust.

Now is the time to make a plan: Review all you have learnt and make notes in categories of projects to focus on (post-its or a white board would be great here)

When a line manager says, 'I want this person out, let’s put them on a PIP,' your HR alarm bells should ring.

Ditch the 90s jargon and learn how to rewrite your employee handbook for 2026 and beyond.

So you have made the move and are in your new role.  Here are my thoughts on how to tackle this effectively.

So hopefully you have completed the actions from my previous blog (Assess) and you chose Move. This needn’t mean an immediate resignation and out in the cold.  Rather an intention to move towards what is coming next, and you might not yet know what that is.  That’s ok.

So you have decided that it is time to refresh your current career stage, this means staying where you are but getting some focus back.  Consider this a reboot to create some objectives and bring some energy into your work.

Now let’s set out what we have left to achieve in our current role- what internal opportunities might be of interest, any secondments or project roles and tasks or achievements you would like to complete.

As we develop in our careers it can be easy to get swept up with the action and the projects and the progress and before we realise two years have gone by.  I think it is really helpful to build pauses into working years