HR Voices Podcast

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HR Voices Podcast

Welcome to the HR Voices Podcast, a podcast designed to bring the UK HR community and businesses together. The podcast will be informative, with lots of helpful tips and ideas to help you run your business. Being an HR Independent Consultant can be quite lonely. This is why HR Independents (HRi), the UK body for Independent HR and People professionals has created a home and community for HR Indies. The HR Voices podcast will be discussing hot topics relating to HR and business. This will support HR Independent and People Professionals and the businesses they support. We will be bringing you practical tips, expert views and your views. Join Mary Asante, the Chief Executive of HRi and Charlotte Allfrey, Operations Director of HRi and their expert guests for engaging discussions. We would love to hear from you and for you to get more involved. If you have topics you would like us to discuss, contact us via hrvoices@hrindependents.co.uk Learn more about HR Independents – HRi at: https://hrindependents.co.uk/about-us/ or connect with us on LinkedIn: hr independents linkedin page: https://www.linkedin.com/company/hr-independents/ Hosts: www.linkedin.com/in/maryasante and https://www.linkedin.com/in/charlotte-allfrey Success Together.

  1. Episode 42: HR Trends for 2025

    2 DAYS AGO

    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.

    51 min
  2. Episode 41: Blue Monday

    20 JAN

    Episode 41: Blue Monday

    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: 20th January 2025 Episode 41: Blue Monday In this episode, Mary Asante and Charlotte Allfrey delve into the widely discussed phenomenon of Blue Monday — the so-called "saddest day of the year." Together, they explore its origins, how it has evolved into a cultural concept, and its impact on individuals and workplaces. What to Expect in This Episode: The Myth of Blue Monday: Learn about its creation, its disputed scientific grounding, and its role as a marketing stunt. The January Blues: Mary and Charlotte reflect on why January can be a challenging month for many, from post-holiday fatigue to financial pressures and New Year resolutions. Mental Health Awareness in the Workplace: The duo highlights how HR professionals, managers, and colleagues can recognize and support team members struggling during this period. Practical Coping Mechanisms: Strategies for self-care, including guided meditation, building routines, and connecting with others, whether virtually or in-person. Key Takeaways: January Can Be Tough, and That’s Okay: Understanding societal expectations around productivity, health, and financial resolutions can help manage self-imposed pressures. HR’s Role in Supporting Employees: From promoting employee assistance programs to fostering a supportive culture, HR professionals can lead efforts to prioritise mental well-being. Self-Care Strategies: The importance of breaks, outdoor activities, and building a support network to maintain balance and positivity. Top Tips from Mary and Charlotte: Check in with team members regularly to offer support and create an open culture where it’s okay to not be okay. Leverage workplace resources like employee assistance programs and mental health first aiders. Prioritise your own self-care as an HR professional to be at your best for your clients and colleagues. Looking Ahead:As January continues, Mary and Charlotte encourage everyone to focus on small, achievable goals and to find joy in the little things, making the transition into the year a bit smoother. 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? Reach out to us at HRVoices@hrindependents.co.uk. For more HR insights, visit www.hrindependents.co.uk.

    45 min
  3. Episode 40: Strategic Business Planning for 2025

    6 JAN

    Episode 40: Strategic Business Planning 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: 6th January 2024 Episode 40: Strategic Business Planning for 2025 Guest: Colin Hall, Biz Plans UK Podcast Summary:In Episode 40 of HR Voices, hosts Charlotte Allfrey and Mary Asante are joined by Colin Hall, business planning expert and founder of Biz Plans UK. Together, they explore the importance of strategic planning for businesses as we approach 2025. Colin shares practical tips and actionable advice on how to create business plans that align with your goals, adapt to changing environments, and drive sustainable success. This episode is packed with insights for business owners, HR consultants, and anyone looking to plan effectively for the future. In This Episode: Why Business Planning is Crucial: The dangers of "failing to plan" and how an iterative planning process leads to better outcomes. Why the value of business planning lies in the process, not just the document. Key Business Planning Strategies: Outside-In vs. Inside-Out approaches to business planning: Understanding your environment before building your strategy. Using tools like PESTLE and SWOT analyses to identify external influences, risks, and opportunities. The role of flexibility in adapting plans to changing circumstances. Top Tips for Creating a Business Plan: Answer three essential questions: Why are you doing this? What do you enjoy? What’s your risk tolerance? Avoid common pitfalls like over-reliance on templates and ignoring market trends. Focus on your value proposition and segment your market to stand out in a crowded space. Practical Advice for 2025 Planning: Begin with awareness: Understand your market, customers, competitors, and external landscape. Incorporate realistic milestones and go/no-go decision points to assess your progress. Don’t aim for perfection — Start small, test, and learn as you go. Business planning is about making better decisions—it’s a process, not just a document   Key Tools and Resources: PESTLE Analysis: Political, Economic, Social, Technological, Legal, and Environmental factors. SWOT Analysis: Identifying strengths, weaknesses, opportunities, and threats. Practical examples of market segmentation and value-led propositions. Top Tips: Start with Awareness:Take the time to thoroughly understand your internal operations and the external environment. This includes analysing market trends, customer needs, competitor actions, and economic factors. Awareness is the foundation for building a strong and adaptable business plan. Avoid Common Pitfalls:Steer clear of over-engineering your products or services and neglecting market trends. Focus on creating solutions that align with customer needs and stay flexible enough to adapt to a changing environment. Build Confidence in Your Strategy:Overcome doubts by aligning your plans with your strengths, goals, and purpose. Seek external feedback, embrace an iterative approach, and focus on making progress rather than aiming for perfection. A confident and grounded strategy is key to long-term success. Join the Conversation:We’d love to hear your thoughts on this episode! Are you ready to start your business plan for 2025? Share your feedback or get in touch with us at hrvoices@hrindependents.co.uk. Thank You for Listening!Don’t forget to subscribe to HR Voices for more expert discussions, tips, and strategies to help you thrive in the HR and business world. See you next time!

    41 min
  4. Episode 39: Employment Law Roundup 2024

    23/12/2024

    Episode 39: Employment Law Roundup 2024

    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: 23rd December 2024  Episode 39: Employment Law Roundup 2024 Guest: Amanda Trewhella, Freeths LLP Podcast Summary:In this episode of HR Voices, hosts Charlotte Allfrey and Mary Asante are joined by Amanda Trewhella, Director and Employment Solicitor at Freeths LLP. Together, they unpack the key employment law changes of 2024, explore the implications for businesses, and provide insights into what’s on the horizon for 2025 and beyond. From the Employment Rights Bill to new legislative measures like flexible working and unfair dismissal changes, this episode provides valuable takeaways to help HR professionals and businesses prepare for the evolving workplace landscape. In This Episode: Reflections on 2024: A busy year in employment law, with major updates stemming from both legislative changes and the Employment Rights Bill. Key updates include carers’ leave, flexible working changes, extended protections for maternity returners, and updates to paternity leave. Exploring the Employment Rights Bill: The biggest headlines include the shift to a day one unfair dismissal right and the proposed statutory probationary period of 6–9 months. Further changes to flexible working requiring employers to justify decisions, not just cite reasons. Upcoming challenges with zero-hour contracts, including a requirement to offer guaranteed hours based on reference periods. Key Takeaways on 2024's Legislation Changes: Carer’s leave: Introduction of one week of unpaid leave for those with caring responsibilities. Flexible working: Now a day one right, with shorter decision periods for employers. Paternity leave: Can now be taken in two separate blocks of one week each. Maternity protections: Expanded protections during pregnancy and six months after return from family leave. The Big Issues for Employers: The administrative and financial burden of implementing new measures such as the zero-hours contract changes. Fire and rehire practices becoming more restricted, requiring financial justification and making it a last resort option. Changes in managing probationary periods and ensuring compliance under the new unfair dismissal rules. Looking Ahead to 2025 and Beyond: National Minimum Wage increases (April 2025). Enhanced consultation requirements for contract changes and shift patterns. Liability for third-party sexual harassment cases. Many measures are still under consultation, with a timeline extending into 2026. Best Practices for HR Professionals: Train managers to handle flexible working requests, performance issues, and sexual harassment reporting effectively. Conduct risk assessments to identify vulnerabilities in harassment prevention and third-party interactions. Prepare policies and contracts in anticipation of upcoming legislation. Foster an inclusive and flexible workplace culture to improve staff retention and attract top talent. Key Quotes: “It’s not just about having a harassment policy or training staff; how you react when something happens will set the tone for your workplace culture.” – Amanda Trewhella “These legislative updates, while challenging, are an opportunity to create better workplaces and improve retention and culture across the board.” – Charlotte Allfrey “Unfair dismissal becoming a day one right will require a mindset shift for HR professionals and managers alike.” – Mary Asante Actionable Insights: Get Ahead of Legislation: Start reviewing contracts and policies now to include flexibility and compliance with upcoming changes. Focus on Training: Equip managers and HR teams with the skills to navigate challenging conversations and evolving compliance needs. Assess Vulnerabilities: Conduct risk assessments for areas like harassment prevention and flexible working to mitigate future risks. Engage in Consultations: Partic

    45 min
  5. Episode 38: Celebrating Excellence: HR Indies Awards 2024

    09/12/2024

    Episode 38: Celebrating Excellence: HR Indies Awards 2024

    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: 9th December 2024 Episode 38: Celebrating Excellence: HR Indies Awards 2024 Guest: Ruth George of Ruth George HR Consulting (Winner of HRi 2024 Inspirational Indie Award), Susi O'Brien of O’Brien HR (Winner of HRi 2024 Emerging Talent Award) and Claire Watt of Ditton HR (Winner of HRi 2024 High Growth Indie Award). Podcast Summary:In Episode 38 of HR Voices, hosts Mary Asante and Charlotte Allfrey celebrate the winners of the HR Indies Awards 2024, which recognise outstanding achievements in the HR consultancy space. This special episode highlights the winners, their inspiring journeys, and their significant contributions to the HR community. The conversation reflects the passion, innovation, and dedication that HR consultants bring to the small business ecosystem across the UK. In This Episode: Celebrating the HR Indies Awards 2024: Overview of the three award categories: Emerging Talent, High Growth Indie, and Inspirational Indie. The role of the awards in spotlighting the incredible work of HR consultants supporting SMEs across the UK. Special thanks to the sponsors: Occupational Health Assessment, HR Uprising, and Starford Legal and People Consultancy, who made the awards possible. Meet the Winners: Emerging Talent Award: Susie O’Brien of O’Brien HR (Edinburgh) Recognised for her impressive progress as a new HR consultant and her ability to balance employment law technicalities with real-world application. Susie shares her journey from sole trader to a growing consultancy and her aspirations to build a team in the near future. High Growth Indie Award: Claire Watt of Ditton HR (Surrey) A testament to strategic growth, Claire evolved her consultancy from a sole proprietorship to a hybrid model with employees and associates. Claire discusses the challenges of stepping back from day-to-day operations, empowering her team, and ensuring client trust through a collaborative approach. Inspirational Indie Award: Ruth George of Ruth George HR Consulting (Hertfordshire) Peer-nominated for her exceptional support and inspiration within the HR community. Ruth reflects on her 30-year HR career and her passion for helping SMEs and mentoring HR professionals. The Impact of Awards: Winners share how the recognition has boosted their confidence, validated their work, and enhanced their credibility with clients. The role of the awards in fostering a sense of community and inspiring HR professionals at all stages of their journey. Key Takeaways: Recognition Matters: The HR Indies Awards shine a light on the often unsung heroes of the HR consultancy world, providing validation for their hard work and dedication. A Community of Support: The awards highlight the collaborative and supportive nature of the HR consultant community, demonstrating the value of peer recognition. Growth Comes in Many Forms: From emerging talents finding their footing to high-growth businesses scaling operations, the awards celebrate diverse paths to success in the HR consultancy field. Actionable Insights from the Winners: Susie O’Brien: Focus on building a learning mindset to adapt and refine your business model. Identify your niche and align your services with your strengths and client needs. Claire Watt: Be strategic about growth by balancing profitability and scalability through a hybrid model. Transitioning from solo work to team management requires empowering others and building trust. Ruth George: Lean on your HR community for collaboration and support; independence doesn’t mean isolation. Always find ways to give back and inspire others, as recognition from peers carries immense value. Thanks for Listening!We hope you enjoyed this celebratory episode of HR Voices. Congratulations to all the finalists and winners of the HR Indies Awards 2024! Want to join the celebra

    1h 7m
  6. Episode 37: Active Bystandership and Peer intervention Guest: Graham Goulden, Cultivating Minds, UK

    25/11/2024

    Episode 37: Active Bystandership and Peer intervention Guest: Graham Goulden, Cultivating Minds, UK

    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: 25th November 2024 Episode 37: Active Bystandership and Peer intervention Guest: Graham Goulden, Cultivating Minds, UK In Episode 37 of HR Voices, Mary Asante and Charlotte Allfrey welcome Graham Goulden, an international violence prevention and leadership trainer from Cultivating Minds, UK. The discussion dives deep into the concept of active bystandership, workplace harassment, and creating a culture of accountability and intervention. With his extensive background in policing and his current work with organisations globally, Graham provides invaluable insights on how we can cultivate safer, healthier, and more supportive workplace environments. In This Episode: Understanding Active Bystandership The science behind bystanders: Why individuals see harm but often don’t act. Distinguishing between passive and active bystanders and their respective impacts on workplace culture. How peer intervention reduces harm and fosters a proactive environment. The Importance of Early Action in the Workplace Strategies for addressing workplace bullying, harassment, and poor well-being before issues escalate to HR. The role of line managers and leadership in empowering staff to act confidently and empathetically. The Power of Culture in Driving Change How healthy workplace relationships and proactive conversations create safer environments. Encouraging small, consistent acts of kindness and connection as therapeutic tools for mitigating stress. The Role of Training in Empowering Action The value of immersive, in-person training programs to foster trust and camaraderie among staff.     Key Takeaways: Neutrality Doesn’t Exist: Being passive equates to enabling harm. Employees must understand that action, in any capacity, signals disapproval of harmful behaviours and support for victims. Invest in People, Not Policies Alone: Real cultural change happens when organisations commit to quality, interactive training that prioritises relationships and psychological safety. Encourage Empathy and Support: Whether addressing poor behaviour, mistakes, or mental well-being, small actions—like checking in with colleagues—go a long way in creating resilient workplaces. Train for Courage: Give employees the tools to act early, even in ambiguous situations, by using simple frameworks like the PACE model (Probe, Alert, Challenge, Emergency). Actionable Tips from Graham Goulden: Promote Active Bystandership: Create a culture where staff feel supported to speak up and act early. Align Training with Values: Embed intervention training into your organisation's core mission and values to gain authentic buy-in. Build Trust in Teams: Encourage open communication and affirm trust among colleagues to foster a sense of collective responsibility. Thanks for Listening! We hope you enjoyed this episode of HR Voices. Thanks for listening!  We’d love to hear from you. Contact us via hrvoices@hrindependent.co.uk www.hrindependents.co.uk Be sure to leave us a review and tune in next time for more discussions on workplace culture and leadership.

    38 min
  7. Episode 36: The Importance of Wills and Probate for Business Owners and Consultants

    11/11/2024

    Episode 36: The Importance of Wills and Probate for Business Owners and Consultants

    HR Voices A podcast for independent HR and people, professionals, and the businesses they support. Hosted by Mary Asante of HR Independents Ltd. DATE: 11th November 2024 Episode 36: The Importance of Wills and Probate for Business Owners and Consultants Guest: Scott Walker, Scott Walker (and Consultant at Richard Nelson Solicitors) In this episode of HR Voices, host Mary Asante is joined by Scott Walker, a Wills and Probate expert who explains the often daunting topic of wills in a way that makes it less mysterious and easier to understand. Scott and Mary discuss why every business owner, consultant, or self-employed individual should have a will in place to protect their assets and loved ones. In this episode we cover: What is a Will? Scott breaks down the basic concept of a will and why it's vital for ensuring your assets—property, money, business, and personal possessions—are passed on to the people you care about. Why Everyone Needs a Will: Learn why having a will is not just about death but also about planning for the future and securing the financial future of your loved ones or your business. What Happens if You Don’t Have a Will: Scott explains the legal implications of not having a will in place, including how the intestacy rules decide what happens to your assets, especially in the absence of a spouse, children, or a valid will. The Importance of Wills for Business Owners and Consultants: Whether you're a sole trader, part of a partnership, or own shares in a limited company, having a will ensures your business can continue running smoothly or that your assets are passed on according to your wishes. Power of Attorney and Business Protection: Scott also touches on the importance of having a lasting power of attorney in place, particularly for business owners, to ensure the continuity of business operations should you become incapacitated. Key Takeaways: A will is essential for ensuring your assets, including your business, are passed on to the people you choose, rather than being left to the intestacy rules. Planning for your future, even before death, is important, especially for business owners who need to ensure the smooth transition of their business assets. A lasting power of attorney is just as crucial as a will, as it ensures your business or personal affairs can continue to be managed if you are unable to do so due to illness. Top Tips from Scott Walker: Know Your ‘Why’: Understand the reason you’re creating a will and take time to plan what assets you have and who you want them to go to. Start Conversations About Death and Illness: Talking openly about death can help you plan better and live well by securing the future for yourself and your loved ones. Consider a Lasting Power of Attorney: This allows someone you trust to manage your business or personal affairs in case you become ill or incapacitated, ensuring continuity. Thanks for listening to HR Voices! If you enjoyed this episode, please leave us a review. HR Voices Contact: hrvoices@hrindependent.co.uk www.hrindependents.co.uk

    42 min
  8. Episode 35: Performance Management as a Strategic Tool

    28/10/2024

    Episode 35: Performance Management as a Strategic Tool

    A podcast for independent HR and people, professionals, and the businesses they support. Hosted by Mary Asante of HR Independents Ltd. DATE: 28h October 2024 Episode 35: Performance Management as a Strategic Tool Guest: Lucinda Carney, Founder of Actus Software and Host of HR Uprising Podcast In this episode of HR Voices, Mary Asante  is joined by Lucinda Carney, a trusted partner of HR Independents and a renowned expert in performance management. Lucinda shares her wealth of experience, discussing how businesses can use performance management as a strategic tool to enhance both individual and business-wide success. In this episode we cover: Demystifying Performance Management: Lucinda breaks down the buzzwords and discusses how performance management is often misunderstood, explaining why it's much more than an annual appraisal. Performance Management as a Continuous Process: Learn how ongoing conversations, clear goal-setting, and regular feedback form the backbone of an effective performance management system. Aligning Performance with Strategic Goals: Discover how performance management can ensure everyone is working towards the same business objectives and how it helps smaller businesses, in particular, to grow and mature. The Manager’s Role in Performance Management: Lucinda emphasizes the importance of equipping managers with the skills to support their teams, particularly in difficult conversations around underperformance. Overcoming Challenges: The episode also addresses common objections from leaders and managers, including the time investment required for regular performance check-ins, and how to overcome these barriers by embedding performance management into the company culture. Key Takeaways: Performance management should be a year-round, cyclical process rather than a one-time event focused solely on appraisals or bonuses. Effective performance management helps align individual goals with the overall strategic direction of the business, particularly for SMEs. Regular people-focused conversations can drive engagement, productivity, and ultimately, business success. Training managers in effective communication, coaching, and handling difficult conversations is key to making performance management work. Top Tips from Lucinda Carney: Make Performance Management a Strategic Tool: Align the process with the business's strategic goals and ensure managers are clear on expectations. Equip Managers with Skills and Confidence: Give managers the training and tools they need to carry out effective performance management. Engage Employees in the Process: Encourage employees to take ownership of their own development and performance by fostering open, two-way conversations. Thanks for listening to HR Voices! If you enjoyed this episode, we'd love it if you could leave us a review. HR Voices Contact: hrvoices@hrindependent.co.uk www.hrindependents.co.uk

    42 min
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About

Welcome to the HR Voices Podcast, a podcast designed to bring the UK HR community and businesses together. The podcast will be informative, with lots of helpful tips and ideas to help you run your business. Being an HR Independent Consultant can be quite lonely. This is why HR Independents (HRi), the UK body for Independent HR and People professionals has created a home and community for HR Indies. The HR Voices podcast will be discussing hot topics relating to HR and business. This will support HR Independent and People Professionals and the businesses they support. We will be bringing you practical tips, expert views and your views. Join Mary Asante, the Chief Executive of HRi and Charlotte Allfrey, Operations Director of HRi and their expert guests for engaging discussions. We would love to hear from you and for you to get more involved. If you have topics you would like us to discuss, contact us via hrvoices@hrindependents.co.uk Learn more about HR Independents – HRi at: https://hrindependents.co.uk/about-us/ or connect with us on LinkedIn: hr independents linkedin page: https://www.linkedin.com/company/hr-independents/ Hosts: www.linkedin.com/in/maryasante and https://www.linkedin.com/in/charlotte-allfrey Success Together.

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  • Creator
    hrvoices
  • Years Active
    2023 - 2025
  • Episodes
    43
  • Rating
    Clean
  • Copyright
    © Copyright 2023 All rights reserved.
  • Show Website
    HR Voices Podcast

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