Explore every episode of the podcast HR Voices Podcast

Episode 85: You Hired Their Brilliance. Are You Getting Their Compliance?

Host: Mary Asante Guest: Amanda Anderson, Keynote Speaker, Broadcaster & Author

You hire people for what makes them different — their experience, judgement, ideas, creativity and perspective.

So what happens when they join your organisation and gradually learn to filter, soften or withhold the very things you hired them for?

In this episode of HR Voices, Mary Asante is joined by keynote speaker, broadcaster and author Amanda Anderson to explore the gap between capability and contribution — and what Amanda calls “The Compliant Collapse™.”

Amanda explains how highly capable employees can continue performing, hitting targets and appearing engaged while an organisation may only be accessing a fraction of what they could really contribute.

In this episode, we explore:

• Why capable people start filtering what they think and know
• How organisations unintentionally teach talented employees to “play small”
• Why compliance is useful — but shouldn't be confused with value
• How recognition, promotion and reward can encourage conformity
• Why someone can perform well while withholding valuable ideas and perspectives
• The difference between psychological safety and having your contribution recognised and used
• How leaders can encourage challenge and different thinking
• The business cost of paying for capability you're not accessing
• Why organisations should consider culture add, not simply culture fit

Amanda also shares a simple but powerful way to change meetings so that quieter or different perspectives are heard before the loudest voices influence the room.

Amanda's Top Three Tips

Ask what hasn't been said. Follow “What's your opinion?” with: “What else are you thinking that you haven't yet said?”

Notice who always agrees with you. Are people adding something meaningful or simply reinforcing what you've already said?

Look at who you reward and promote. Are you rewarding genuine contribution and difference — or simply the people who are easiest to manage?

Key Takeaway

Hiring brilliant people isn't enough. You need to create the conditions that allow their brilliance to show up.

For HR professionals, leaders and HR consultants, the question isn't only how to attract and retain talent. It's whether you're actually accessing the talent you've already hired.

🎧 Listen now and ask yourself: are you getting their brilliance — or their compliance?

📩 Questions or ideas for HR Voices? hrvoices@hrindependents.co.uk

#HRVoices #HRLeadership #WorkplaceCulture #EmployeeVoice #TalentManagement

 

 

Episode 84: Know Your Numbers: The Financial Side of Running an HR Consultancy

 

Host: Mary Asante

Guest: Mark Randall, Your Finance Team

 

Tax changes, rising employment costs, cash flow, pricing and profitability — how well do you really understand the numbers behind your business?

 

In this episode of HR Voices, Mary Asante is joined by Mark Randall from Your Finance Team to explore the financial, tax and regulatory changes affecting small businesses and independent HR consultants — and what they mean in practice.

 

From Making Tax Digital and Companies House requirements to employer National Insurance, dividend tax and the true cost of employing someone, Mark explains what business owners need to understand and why financial awareness matters when making business and people decisions.

 

In this episode, we discuss:

 

• Making Tax Digital (MTD) and what it means for sole traders
• Tax and regulatory changes affecting small businesses
• Employer National Insurance and rising employment costs
• National Minimum Wage and Statutory Sick Pay changes
• Companies House identity verification requirements
• Corporation tax, dividends and remuneration for company directors
• The true cost of employing someone beyond their salary
• Budgeting, forecasting and planning for tax liabilities
• Why cash in the bank doesn’t necessarily mean it’s available to spend
• Cash flow, VAT and managing business finances
• Pricing, profitability and knowing when to review your fees
• The numbers every independent HR consultant should understand
• How financial awareness can help HR consultants give better commercial advice to clients

 

Running a Business, Not Just Doing a Job

 

Being a great HR consultant or technical expert isn’t enough on its own.

 

Mark explains why independent consultants need to understand revenue, costs, profitability and cash flow if they want to build a financially healthy and sustainable HR consultancy.

 

The conversation also asks an important question: how can HR consultants advise clients commercially about recruitment, retention and people investment without understanding the financial impact of those decisions?

 

Mark’s Top Tips

 

1. Remember that you’re running a business

Understand your revenue, costs and profitability — and don’t neglect your own business while looking after your clients.

 

2. Review your pricing

As your costs change, review your fees rather than continuing to charge the same simply because that’s what you’ve always charged.

 

3. Understand your cash flow

Know what’s coming in, what’s going out and when tax, VAT and other liabilities are due.

 

Plus: talk to your accountant. Don’t wait until year-end. Use them as a sounding board for what’s happening in your business and the decisions you’re considering.

 

Key Takeaway

 

Financial understanding isn’t just for accountants.

 

Understanding your numbers helps you make better decisions, prepare for tax and regulatory changes, price your services appropriately and build a more sustainable business.

 

For HR consultants, it can also help you better understand the commercial realities facing your clients — and become a stronger business adviser as a result.

 

🎧 Listen now for practical insights into tax, cash flow, profitability, employment costs and running a financially healthier HR consultancy.

 

📩 Questions or topics for future episodes?

Email: hrvoices@hrindependents.co.uk

 

#HRVoices #HRConsulting #SmallBusiness #BusinessFinance #HRConsultant

Episode 83: Living Your Legacy – The Impact You Leave at Work and Beyond

 

Host: Mary Asante

Guest: Louise Camby, Speaker and Legacy Advocate

 

What will people remember about the way you worked, led and made them feel?

 

Legacy is often something we think about at the end of a career or life. But in this episode of HR Voices, Mary Asante is joined by Louise Camby to explore a different perspective: we are creating our legacy every day.

 

Louise shares the personal story behind preserving the legacy of her grandfather, composer, arranger and conductor Johnny Douglas, whose work included The Railway Children and music for well-known animated television series. Her experience led her to think more deeply about what legacy really means — not only personally, but in our careers, leadership and workplaces.

 

In this episode, we discuss:

 

• What it means to consciously live your legacy
• Why legacy isn’t reserved for famous people or senior leaders
• How everyday behaviours and interactions shape how we are remembered
• The impact leaders and managers leave on their people
• How good leadership can influence someone long after they have left a workplace
• Why making employees feel heard and valued matters
• Knowledge transfer and succession planning when employees leave or retire
• How organisations can retain valuable knowledge and experience
• The importance of planning for the transition into retirement
• How individuals and businesses can create meaningful legacy projects
• Why capturing stories, experiences and knowledge matters for future generations

 

Louise explains that leadership legacy can be found in something as simple as understanding how individuals in your team work best, valuing their contribution and helping them grow.

 

Louise’s Top Three Tips

 

1. Capture the stories

Take the photos, document the stories and preserve the experiences that matter.

 

2. Pass on your knowledge

Think about knowledge transfer and succession planning so valuable lessons and experience aren’t lost when people move on.

 

3. Create a legacy project

Combine something you enjoy or are good at with a cause or purpose that matters to you.

 

Key Takeaway

 

Your legacy isn’t created by one defining moment.

 

It is built through the small choices you make, the way you lead, the knowledge you share and the way you make people feel every day.

 

🎧 Whether you’re an HR professional, HR consultant, business owner, leader or simply thinking about the impact you want to have, this episode will encourage you to consider the legacy you’re already creating — and the one you want to leave.

 

📩 Questions or topics for future episodes?

Email: hrvoices@hrindependents.co.uk

 

#HRVoices #Leadership #WorkplaceCulture #Legacy #HumanResources

Host: Mary Asante Guest: Vicky O'Farrell, Founder of Queen of Behaviours

Every workplace interaction has an impact.

In this episode of HR Voices, Mary Asante is joined by human behaviour expert Vicky O'Farrell to explore how our everyday behaviours influence workplace culture, leadership, employee engagement and team performance.

Together, they discuss why HR professionals, managers and business leaders need to look beyond policies and procedures and focus on the human side of work. From understanding the ripple effect of our actions to creating psychological safety and responding rather than reacting, this conversation is packed with practical insights for anyone who leads or works with people.

In this episode, we cover:

• Why workplace culture is built through everyday behaviours
• The ripple effect of how leaders and colleagues show up
• What it's really like to be on the receiving end of your behaviour
• Why psychological safety starts with self-awareness
• The importance of understanding the experiences behind people's opinions
• How to pause before reacting and have better workplace conversations
• Practical ways HR professionals and leaders can create more respectful, people-focused workplaces

Vicky's top tips

✔ Ask yourself, "What's it like to be on the receiving end of me?"

✔ Remember that behind every opinion is a human with a lifetime of experiences.

✔ You don't need to react at the speed in which you receive—pause, reflect and then respond.

This episode provides practical insights to help HR professionals, managers, leaders and business owners better understand human behaviour, build stronger workplace relationships and create positive, people-centred cultures where individuals and teams can thrive.

📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

#HRVoices #HumanBehaviour #Leadership #WorkplaceCulture #PeopleManagement

 

Episode 81: Building a Future-Proof HR Consultancy – Key Lessons from Episodes 72, 73, 74 and 80

Host: Mary Asante

What does it take to build a successful, sustainable and future-proof HR consultancy in today's rapidly changing business environment?

In this special recap episode of HR Voices, Mary Asante brings together the key insights from four recent episodes covering employment law, LinkedIn, consultancy growth and HR audits.

Drawing on expert discussions with Amanda Trewhella, Meg Hudson and Tania Harland, Mary explores the common themes emerging across the HR consulting profession and what independent HR consultants need to focus on to thrive.

In this episode, we cover:

✅ Employment Rights Act 2025 and what the upcoming employment law changes mean for employers and HR consultants

✅ Why staying ahead of employment law developments creates opportunities to support clients proactively

✅ How LinkedIn can help HR consultants increase visibility, build credibility and attract new clients

✅ The importance of content, connections and conversations in growing a consultancy business

✅ The most common challenges HR consultants are facing right now, including pricing, positioning, client acquisition and retainers

✅ Why HR expertise alone is not enough when running a consultancy business

✅ How HR audits can identify risk, strengthen client relationships and generate strategic advisory opportunities

✅ Using HR audits to support compliance, improve people practices and create ongoing consultancy work

✅ Building a consultancy that is proactive rather than reactive

Key Themes

Across these four episodes, one message stands out:

Successful HR consultants combine technical expertise with visibility, commercial thinking and proactive client support.

The consultants who thrive are not simply those with the most HR knowledge. They are the ones who:

• Stay ahead of change
• Build strong professional networks
• Communicate their value clearly
• Create meaningful conversations with clients
• Identify opportunities to add value and solve problems

Questions to Consider

As you listen, ask yourself:

• How prepared are your clients for the Employment Rights Act 2025?
• How visible are you to your ideal clients?
• Are you building your consultancy strategically or reacting to opportunities as they arise?
• When did you last conduct an HR audit with a client?
• What steps are you taking to future-proof your consultancy business?

Mary's Key Takeaways

✔ Stay ahead of employment law and workplace developments

✔ Build visibility consistently through LinkedIn and networking

✔ Think like a business owner, not just an HR practitioner

✔ Focus on creating value and solving client problems

✔ Use tools such as HR audits to strengthen relationships and uncover opportunities

Featured Episodes

This recap brings together key insights from:

• Episode 72: Employment Rights in 2025 – What Employers Need to Know
• Episode 73: How to Use LinkedIn to Grow Your HR Consultancy Business
• Episode 74: What HR Consultants Are Asking Right Now (and What It Means for Your Business)
• Episode 80: HR Audits – The Hidden Opportunity for HR Consultants and Their Clients

🎧 Whether you're an HR consultant, HR leader, people professional or business owner, this episode provides practical ideas to help you build a stronger, more sustainable consultancy and deliver greater value to clients.

📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

#HRVoices #HRConsultant #HRConsulting #HRLeadership #EmploymentLaw #EmploymentRightsAct2025 #LinkedInForBusiness #BusinessDevelopment #HRAudits #HRCompliance #PeopleProfessionals #HRStrategy #HRCommunity #HRIndependents #SmallBusinessGrowth #ConsultingBusiness #FutureOfWork #HumanResources #BusinessGrowth #PeopleManagement

Episode 80: HR Audits – The Hidden Opportunity for HR Consultants and Their Clients

Host: Mary Asante Guest: Tania Harland, Founder of HR Diagnostics

What exactly is an HR audit, and why should every HR consultant have one in their toolkit?

In this episode of HR Voices, Mary Asante is joined by Tania Harland, founder of HR Diagnostics, to discuss how HR audits can help organisations reduce risk, improve compliance, and create opportunities for business growth.

With major employment law changes on the horizon, including the Employment Rights Act 2025, now is the perfect time for employers to review their HR practices and ensure they have the right foundations in place.

In this episode, we cover:

✅ What an HR audit is and why it matters

✅ The difference between an HR audit, health check and compliance review

✅ Common HR and employment law risks employers overlook

✅ How audits help identify gaps in contracts, policies and processes

✅ The impact of the Employment Rights Act 2025

✅ Why HR audits are a valuable business development tool for consultants

✅ Using audits to build credibility, strengthen client relationships and create additional revenue opportunities

Tania's Four-Step HR Audit Framework

• Assess – Review current HR practices and documentation
• Identify – Highlight compliance gaps and risks
• Evaluate – Prioritise actions based on business impact
• Remedy – Create a practical action plan

Key Takeaway

An HR audit is more than a compliance exercise. It provides a clear picture of where an organisation is today, highlights potential risks, and creates a roadmap for improvement.

For HR consultants, it can also be a powerful way to demonstrate value, build trust and uncover opportunities to support clients more strategically.

Tania's Top Tips

✔ Don't wait for a crisis before reviewing your HR practices

✔ Use data and evidence to guide conversations with clients

✔ Treat every audit as the start of a longer-term partnership

🎧 Whether you're an HR consultant, business owner, HR leader or people professional, this episode offers practical insights into reducing risk and strengthening your people practices.

📩 Questions or topics for future episodes? hrvoices@hrindependents.co.uk

#HRVoices #HRAudit #HRConsultant #HRCompliance #EmploymentLaw #EmploymentRightsAct2025 #HRLeadership #PeopleProfessionals #BusinessGrowth #HRStrategy

Episode 79: What We’ve Learned About Wellbeing at Work Mental Wealth, Financial Wellbeing, Psychological Health and Men’s Health

Host: Mary Asante

Over the last four episodes of HR Voices, we have explored some of the most important wellbeing challenges facing today’s workplaces.

From mental wealth and leadership to financial wellbeing, psychological health, stress, remote working and men’s health, one message has consistently emerged:

People often struggle long before anyone notices.

In this special recap episode, Mary Asante brings together the key insights and practical lessons from Episodes 75–78, highlighting what HR professionals, business leaders, managers and independent consultants can learn from these powerful conversations.

In this episode, we explore:

✅ Why wellbeing is about far more than mental health alone

✅ The connection between mental health, financial wellbeing, physical health and workplace performance

✅ How stress, burnout and "drift" can develop quietly over time

✅ Why awareness alone is not enough to create meaningful change

✅ The emotional load carried by HR professionals, leaders and managers

✅ The impact of financial stress on employee wellbeing, productivity and engagement

✅ Psychological health in remote and hybrid working environments

✅ Why men’s health remains an important workplace conversation

✅ The role of managers in spotting early warning signs and creating supportive workplace cultures

✅ How isolation affects employees, leaders and independent consultants alike

✅ Why early intervention and meaningful conversations matter

 

Key themes from Episodes 75–78

Mental Wealth and Leadership Building strong support networks, recognising "drift" early, and understanding why leaders often struggle in silence.

Financial Wellbeing at Work The impact of money worries on employee wellbeing, mental health, productivity and workplace performance.

Psychological Health and Remote Working Managing stress, burnout, psychological strain and maintaining healthy boundaries in increasingly flexible workplaces.

Men’s Health at Work Breaking stigma, encouraging earlier conversations, supporting preventative healthcare and creating workplaces where people feel safe seeking help.

Key Takeaway

Wellbeing challenges rarely appear overnight.

Whether someone is experiencing stress, financial pressure, burnout, isolation, mental health challenges or physical health concerns, early support can make a significant difference.

The most effective workplaces are not those that wait for a crisis to happen—they are the ones that create environments where people feel able to speak up, seek support and have meaningful conversations before problems escalate.

Reflection for HR Professionals and Leaders

As professionals who spend much of our time supporting others, it is important to remember that wellbeing applies to us too.

Who supports the supporter?

Who notices when you disappear?

Who checks in on you?

Creating healthy workplaces starts with creating healthy support systems for ourselves as well as for those around us.

A simple reminder

Sometimes the most powerful thing we can do is:

📞 Pick up the phone.

🤝 Check in.

💬 Start a conversation.

You may be closer to support, clarity, change and recovery than you think.

🎧 Listen now and revisit the key lessons from Episodes 75–78 of HR Voices.

📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

#HRVoices #WorkplaceWellbeing #MentalHealthAtWork #MentalWealth #FinancialWellbeing #PsychologicalSafety #PsychologicalHealth #MensHealth #Leadership #EmployeeWellbeing #HRProfessionals #PeopleProfessionals #HybridWorking #RemoteWorking #BurnoutPrevention #OccupationalHealth #WorkplaceCulture #HRCommunity #HRIndependents #PeopleManagement

Host: Mary Asante Guest: Dr Mani Khan, Occupational Health Assessments

In this special episode of HR Voices, Mary Asante is joined by occupational health specialist Dr Mani Khan to discuss one of the most important and often overlooked workplace topics: men's health.

While workplace wellbeing is now a regular part of organisational conversations, many men still delay seeking support for both physical and mental health concerns. This can lead to increased stress, burnout, long-term sickness absence, and in some cases devastating outcomes for individuals, families and employers.

Drawing on over 30 years of clinical and occupational health experience, Dr Khan shares practical insights into the health challenges affecting men today, the warning signs employers should recognise, and how managers, HR professionals and occupational health specialists can work together to support employees earlier and more effectively.

In this episode, we discuss:

• Men's mental health in the workplace
• Stress, anxiety and depression at work
• Burnout and long-term sickness absence
• Presenteeism and hidden signs of distress
• Why men often delay asking for help
• Suicide awareness and men's mental health
• The role of occupational health in supporting employees
• Building supportive workplace cultures
• Psychological safety and employee wellbeing
• Musculoskeletal disorders and workplace health
• Cardiovascular health, diabetes and obesity
• Prostate cancer awareness and prevention
• Hybrid working, remote working and isolation
• The importance of manager check-ins and early intervention
• The Equality Act, reasonable adjustments and employee support
• Health promotion and wellbeing initiatives in the workplace

Why this conversation matters

Many health conditions affecting men are preventable, manageable or treatable when identified early.

Whether it is stress, burnout, anxiety, depression, high blood pressure, diabetes, musculoskeletal conditions or prostate health, early conversations and proactive support can make a significant difference to both health outcomes and workplace performance.

For HR professionals, managers and business leaders, this episode provides practical guidance on recognising warning signs, creating supportive workplace environments and helping employees access the right support before problems escalate.

Dr Khan's key messages

1. Men's health challenges are more common than many people realise.
2. Regular health checks, healthy lifestyles and early intervention matter.
3. Good health, wellbeing and work are interconnected — supporting the whole person leads to better outcomes at work and at home.

A reminder for listeners

If something doesn't feel right, don't wait.

Whether you're concerned about your physical health, mental wellbeing, stress levels or burnout, seeking support early is one of the most important steps you can take.

🎧 Listen now and share with managers, HR professionals, business leaders, colleagues, friends and family.

📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

#MensHealth #MensHealthWeek #MentalHealthAtWork #WorkplaceWellbeing #OccupationalHealth #EmployeeWellbeing #MentalHealth #Burnout #StressManagement #HR #PeopleManagement #Leadership #PsychologicalSafety #ProstateCancerAwareness #WorkplaceHealth #HRVoices

Episode 77: Psychological Health at Work – Managing Mental Health, Stress and Remote Working   Host: Mary Asante Guest: Magnus Kauders, Occupational Health Assessments   In this episode of HR Voices, Mary Asante is joined by Magnus Kauders from Occupational Health Assessments for an important conversation about psychological health in the workplace, mental wellbeing, and the growing challenges facing employers, HR professionals and independent consultants.   Mary and Magnus explore the difference between mental health and psychological ill health, the role of occupational health, and why proactive support and early intervention matter more than ever in today’s hybrid and remote working environments.   The conversation also highlights the increasing emotional pressures faced by employees, managers and HR professionals, and why creating psychologically safe workplace cultures is essential for both wellbeing and business performance.   In this episode, we discuss:  

• Mental health vs psychological ill health
• Stress, anxiety and depression in the workplace
• When employers should involve occupational health
• The role of HR professionals and line managers
• Psychological safety at work
• Mental health first aid and employee support
• Stress risk assessments and employer responsibilities
• The impact of remote and hybrid working on wellbeing
• Recognising early signs of psychological distress
• Why prevention and early intervention matter
• Supporting employees before issues escalate
• Isolation and loneliness in remote working
• The importance of workplace culture and human connection

  Resources mentioned:  

• HSE stress risk assessment guidance
• Working Minds campaign resources
• Employee Assistance Programmes (EAPs)
• Mental Health First Aid training

  Key message   Psychological health at work is everyone’s responsibility.   Creating supportive workplace cultures, checking in regularly, and addressing concerns early can make a significant difference to employee wellbeing, performance and long-term business health.   Key takeaway from Magnus   If your intuition tells you something is not right with someone, it is always better to ask: “Are you okay?”   Small conversations and human connection can prevent much bigger problems later.   🎧 Listen now and share with HR professionals, managers, business leaders and anyone supporting people at work.   📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

Episode 76: Financial Wellbeing at Work – Supporting Employees Through Financial Stress   Host: Mary Asante Guest: Charlie Goodman, Good Money Guidance Ltd   In this episode of HR Voices, Mary Asante is joined by financial wellbeing specialist Charlie Goodman to discuss one of the biggest workplace challenges facing employees and employers today - financial wellbeing.   With rising living costs, financial stress and increasing pressure on household budgets, financial wellbeing has become a major issue for HR professionals, business leaders and SME employers.   Mary and Charlie explore how financial stress impacts employee wellbeing, mental health, productivity and workplace performance, and what organisations can realistically do to support their people.   In this episode, we discuss:  

• Financial wellbeing and employee mental health
• The impact of the cost of living crisis on employees
• Why higher earners can still struggle financially
• Financial stress in the workplace
• How HR professionals and employers can support employee wellbeing
• Workplace pensions and employee benefits
• The importance of financial education and communication
• Budgeting tools and financial wellbeing technology
• Why employees often struggle to take financial action
• The difference between information and behaviour change
• Creating realistic financial wellbeing strategies for SMEs

  Resources mentioned:  

• MoneyHelper
• Money Saving Expert (Martin Lewis)
• Pension Awareness Week
• Workplace pension provider wellbeing resources

  Key message   Financial wellbeing is not just about salary.   It is about helping employees build confidence, understanding and healthier financial habits through practical support, communication and accessible resources.   Charlie’s top tips:  

1. Help employees understand the benefits and support already available
2. Keep financial wellbeing support practical and realistic
3. Make it easy for employees to access trusted information and tools

  🎧 Listen now and share with HR professionals, business leaders and anyone supporting workplace wellbeing.   📩 Questions or future topic suggestions? Email: hrvoices@hrindependents.co.uk

Host: Mary Asante

Guest: Mike Pagan

 

In this powerful Mental Health Awareness Week episode of HR Voices, Mary Asante welcomes back leadership speaker and Mental Wealth advocate Mike Pagan for a deeper conversation about isolation, drift, accountability and support.

 

Building on their hugely popular previous discussion on Mental Wealth (Episode 57), this episode explores what happens when capable people quietly become overwhelmed, disconnected or stuck — especially HR professionals, leaders and independent consultants who spend so much time supporting others.

 

Together, Mary and Mike discuss the emotional load many professionals carry, the hidden impact of hybrid and remote working, and why awareness alone is not enough without action and support.

 

In this episode, we discuss:

 

• What “drift” looks like in practice
• Why capable people can still become stuck
• Isolation in leadership and remote working
• The emotional pressure carried by HR professionals
• Why asking for help is a strength, not a weakness
• The difference between awareness and action
• Accountability, routines and support structures
• The importance of human connection and checking in

 

Mike’s top tips:

 

1. Prioritise self-care and check in with yourself regularly
2. Spend more time with people who energise and support you
3. Pick up the phone and check in on someone who may need it

 

🎧 A thoughtful and honest conversation about wellbeing, leadership, connection and the importance of not carrying everything alone.

 

📩 Questions or topics for future episodes?

Email: hrvoices@hrindependents.co.u

Episode 74: What HR Consultants Are Asking Right Now (and What It Means for Your Business)

What are HR consultants really struggling with right now — and what does it mean for how you grow your business?

Host: Mary Asante

In this solo episode of HR Voices, Mary Asante steps into the role of community voice and thought leader, sharing the most common questions she’s hearing from HR consultants right now — and, more importantly, what sits beneath them.

From winning consistent work to pricing with confidence, this episode goes beyond surface-level advice and explores the patterns, challenges, and mindset shifts shaping the HR consultancy landscape today.

In this episode, we explore:

• Why visibility alone isn’t enough to win work
• The real reason LinkedIn may not be working for you
• Moving from hourly pricing to value-based thinking
• When (and how) retainers can support sustainable growth
• The importance of clarity in positioning and niche
• How to stand out in a crowded HR consultancy market
• Managing client expectations and avoiding constant reactivity
• Setting boundaries to protect your time, energy, and business

Why this matters

Many HR consultants are busy, but not always building sustainably.

This episode highlights the key shifts needed to move from:

• reactive to intentional
• visible to valuable
• busy to strategic

…and ultimately build a consultancy that is both profitable and sustainable.

Key takeaways

• Be intentional, not just active — especially when it comes to visibility and networking
• Focus on value, not just delivery — in both pricing and positioning
• Protect your time and energy — boundaries are essential for long-term success

A note from Mary

“This episode is based on real conversations across the HRi community. If you’ve been asking yourself similar questions, you’re not alone.”

Get involved

Have a question, challenge, or topic you’d like us to explore?

📧 Email: hrvoices@hrindependents.co.uk

About HR Voices

HR Voices is brought to you by HR Independents (HRi) — the UK’s professional body supporting independent HR and People professionals.

If you found this episode helpful, please share it with your network and help more HR consultants build stronger, more sustainable businesses.

 

Episode 73: How to Use LinkedIn to Grow Your Consultancy Business

Host: Mary Asante Guest: Meg Hutson, Marketing Mentor

How can LinkedIn help you attract the right clients, build your personal brand, and grow your consultancy?

In this episode of HR Voices, Mary Asante is joined by Meg Hutson, marketing mentor and messaging specialist, to explore how consultants and service-based business owners can use LinkedIn more intentionally and effectively.

Meg shares practical, honest advice on how to use LinkedIn as more than an online CV, turning it into a tool for visibility, credibility, and meaningful client relationships.

In this episode, we cover:

• Why LinkedIn is a powerful platform for consultants
• The shift from corporate LinkedIn use to consultancy LinkedIn use
• Why personal branding matters more than ever
• How to use LinkedIn to attract aligned clients
• The 3 Cs of LinkedIn:
  • Content
  • Connections
  • Conversations
• Why relationship-building works better than salesy outreach
• How to create content that feels relevant and relatable
• Why market research matters for your messaging
• How to stay consistent without posting every day
• Why your personal profile matters more than a business page

Why this matters

For HR consultants and solo business owners, LinkedIn can be one of the most effective ways to:

• build trust
• show your expertise
• communicate your values
• stay visible to the right audience
• generate quality enquiries

But results don’t come from posting alone. They come from being intentional about how you show up, who you connect with, and the conversations you start.

Meg’s top tips:

• Use your personal profile, not just a business page
• Be clear on what you do, who you help, and how
• Focus on all 3 Cs: content, connections, and conversations

🎧 A practical episode for any consultant who wants to use LinkedIn with more purpose, confidence, and impact.

📩 Questions or topics for future episodes? hrvoices@hrindependence.co.uk

 

What do the latest employment law changes really mean for your business, and are you ready?

Host: Mary Asante

Guest: Amanda Trewhella, Freeths

In this episode of HR Voices, Mary Asante is joined by employment lawyer Amanda Trewhella (Freeths) to break down the key changes under the Employment Rights Act 2025, and what HR professionals, employers, and managers need to be doing now to prepare.

🔍 In this episode, we cover:

• Changes to unfair dismissal rights (2 years ➝ 6 months from 2027)
• New day one rights (SSP, paternity leave, parental leave)
• Increased risk in redundancy consultations (protective awards doubling)
• Reforms to zero-hours contracts
• New duties around sexual and third-party harassment
• Updates to flexible working requests
• The requirement to inform employees of their right to join a trade union

⚠️ Why this matters

These changes represent one of the biggest shifts in UK employment law in recent years — and they will require:

• updated policies and contracts
• stronger manager capability
• better employee relations practices
• proactive risk management

💡 Amanda’s top tips:

• Review and update your policies and processes now
• Train managers to handle issues early and effectively
• Start preparing ahead of the implementation timelines

🎧 Whether you’re an HR consultant, business owner, or people manager, this episode gives you a clear and practical overview of what’s changing — and how to stay ahead.

📩 Questions or topics for future episodes? Email: hrvoices@hrindependents.co.uk

 

HR Voices – Episode 71 Show Notes Reflections on Episodes 65–70: Leadership, Consultancy and Building Trust

🎙 Host: Mary Asante | HR Independents

Episode Overview

In this recap episode of HR Voices, Mary reflects on the key themes and insights from Episodes 65–70.

Across these conversations, we revisited some of the most impactful HR Voices episodes, explored leadership through compassionate curiosity, learned from award-winning independent HR consultants, and discussed how podcasting can support business growth and professional visibility.

This episode connects the insights from those discussions and highlights what they tell us about the future of HR leadership, consultancy, and professional influence.

Episodes Featured

• Episode 65: Our Top 10 Episodes of All Time – Part 1
• Episode 66: Our Top 10 Episodes of All Time – Part 2
• Episode 67: The Importance of Compassionate Curiosity as an Essential Leadership Skill (with Andy Green)
• Episode 68: What Award-Winning HR Indies Do Differently – Part 1 (Kate Marston & Dylan Roberts)
• Episode 69: What Award-Winning HR Indies Do Differently – Part 2 (Adam Pickford & Sophie Dodgson)
• Episode 70: How to Use Podcasting to Grow Your HR Consultancy Business (with Gary Jones)

Key Themes from These Conversations Designing the Future of Work

Flexible working and evolving workplace expectations continue to shape how organisations attract and retain talent.

Leadership Through Curiosity and Connection

Compassionate curiosity helps leaders build trust, strengthen psychological safety, and support more meaningful conversations at work.

Building a Successful HR Consultancy

Award-winning HR consultants emphasise clarity of value, strong client relationships, and continuous professional development.

Visibility and Influence Through Podcasting

Podcasting provides a powerful way to build trust, share expertise, and connect with professional communities.

Key Takeaway

Across these episodes, one theme consistently emerges: the future of HR is not only about expertise, but also about authenticity, connection, and the ability to build trust.

🎧 If you’ve missed any of the episodes discussed in this recap, we encourage you to go back and listen to the full conversations.

📩 Interested in joining HR Voices as a guest? Contact: hrvoices@hrindependents.co.uk

Using Podcasting to Grow Your Business (with Gary Jones, Grow Radio)   🎙️ Host: Mary Asante 👤 Guest: Gary Jones (Grow Radio) – HR Voices podcast editor & podcasting specialist   Episode Overview   In this behind-the-scenes episode, Mary is joined by Gary Jones from Grow Radio — the person who helps edit HR Voices and keeps episodes polished and on schedule.   Together they explore how podcasting can be used as a practical business tool for HR consultants, SMEs, and service-based business owners — not just as “another marketing task,” but as content that can sit at the centre of your brand, visibility, and client engagement.   What You’ll Learn • What podcasting really means today (and how it has evolved beyond audio) • The difference between a “true” podcast (audio-first) and podcast content that includes video and clips • Why podcasting is a powerful tool when time is tight — and how to avoid it becoming “just another thing” • How podcasting builds trust, authority, and visibility faster than most social media formats • Whether you need guests (and why solo episodes can be just as effective) • How to keep a consistent show and still “mix it up” with different episode formats • Why listening is a crucial skill for hosts (and what most people miss when they focus on scripted questions) • How podcasts strengthen client relationships and bring out the human side of your consultancy • Where AI helps in podcast production — and where it can go too far   Key Takeaways • Put the podcast at the centre of your marketing if you want it to last. If it sits “on top” of everything else, it’s the first thing that gets dropped when you’re busy. • Podcasting gives you something social media can’t: sustained attention. Gary notes many listeners in the UK give around 20–25 minutes to a single episode — far more time than most social posts ever get. • You don’t have to launch a podcast to benefit from podcasting. Being a guest is a lower-effort, high-impact way to increase reach and credibility. • Your voice builds trust. Podcasting helps your audience experience you as a person — not just a brand or service offering. • Repurposing is the real power move. A single episode can become video clips, a transcript, a blog, newsletter content, and multiple social posts.   Podcasts Formats Mentioned • Guest interviews • Solo episodes (especially useful as a backup or core format) • Co-host conversations • Panel discussions • Recap episodes (a signature HR Voices format that helps listeners catch up quickly)   Gary’s Top 3 Tips 1. Listen actively – take notes and decide on one action you’ll take from what you heard 2. Be a guest before you launch – guesting is a high-value way to test podcasting without the workload 3. Invest in the idea, not the gear – you don’t need expensive equipment, but you do need a clear purpose and plan   Call to Action   If you enjoyed this episode, please share it with your network and help more people discover HR Voices.   📩 Want to be a guest on HR Voices? Email: hrvoices@hrindependents.co.uk

 

Thank you.

The importance of compassionate curiosity as an essential skill/tool for managers and leaders

🎙️ Host: Mary Asante | HR Independents 👤 Guest: Andy Green (Andy Green Consulting Ltd)

Episode Overview

In Episode 67, Mary is joined by Andy Green to explore compassionate curiosity — what it is, why it matters, and how leaders can use it to build trust, improve performance conversations, and create psychologically safe teams.

With a background spanning 30 years as a clinical vet, business ownership, and responsibility for people leadership and HR, Andy shares practical insight into what happens when leaders go beyond processes and truly connect with the humans behind the job titles.

What You’ll Learn

• What compassionate curiosity means in day-to-day leadership
• Why “people don’t care how much you know until they know how much you care” still holds true at work
• How compassionate curiosity supports trust and psychological safety
• The difference between being curious and being compassionately curious (and why it’s not the same as being nosy)
• How leaders can use curiosity to handle performance issues without jumping straight to judgement
• Why leaders get blindsided when curiosity is missing — and how to reduce blind spots
• How to communicate with compassion during uncertainty (restructures, pay freezes, change)
• How to build the skill through practice, questions, and better listening

Key Takeaways

• Curiosity with compassion builds connection. It strengthens rapport and helps leaders understand what motivates people, what worries them, and how to support them.
• Trust starts at the top. Teams mirror what leaders do — consistency matters more than occasional “nice” gestures.
• Psychological safety enables high performance. Compassionate curiosity creates space for healthy challenge, debate, and innovation — not artificial harmony.
• Performance conversations should start with “What don’t I know?” Leaders get better outcomes when they seek context before conclusions.
• Self-care comes first. Compassion fatigue is real — and leaders can’t support others if they’re running on empty.

Andy’s Top 3 Tips

1. Start with yourself: practice self-compassion and self-awareness
2. Practice the reps: build the skill in low-stakes situations first
3. Be consistent: make compassionate curiosity a habit, not a one-off

Listen & Connect

If you enjoyed this episode, please subscribe, leave a review, and share it with your network.

📩 Questions or topic suggestions? Email hrvoices@hrindependents.co.uk 🌐 Learn more about HR Independents: www.hrindependents.co.uk

 

HR Voices – Episode 66 Our Top 10 Episodes of All Time (Part 2)

🎙️ Host: Mary Asante | HR Independents

Episode Overview

In Part 2 of our Top 10 Episodes of All Time, Mary reflects on five standout HR Voices episodes that explore credibility, confidence, and professional maturity in HR consultancy.

This episode revisits conversations on employment law, investigations, interim HR, resilience, and building a trusted consultancy practice, highlighting why these topics continue to resonate with listeners.

Episodes Featured

• Running an Award-Winning HR Consultancy Business (Kate van der Sluis, Humber HR People)
• Employment Law Update (Claire Taylor-Evans, Boyes Turner)
• Investigations and the PEACE Model - Kate Marston, Mast People Support)
• HR Consultancy – The Interim & Contract Model (Amber Massey)
• Developing Resilience in Leaders and Organisations (Katy Walton, Make Real Progress)

Key Themes

• HR consultancy as a values-led, strategic profession
• Confidence in employment law and risk-based decision-making
• Fair, structured workplace investigations
• Interim HR as a high-impact consultancy path
• Supporting leadership resilience during uncertainty

Key Takeaways

• Clarity and boundaries underpin successful consultancy
• Employment law confidence is about judgement, not memorisation
• Investigations require independence, structure, and fairness
• Interim work offers challenge, influence, and growth
• Resilient organisations are built intentionally, not reactively

Mary’s Reflection

These episodes highlight how HR professionals support organisations through complexity — balancing legal risk, people impact, and ethical leadership. Together, they show the evolving role of HR as a trusted partner in change, challenge, and growth.

🎧 Enjoyed the episode? Subscribe, leave a review, or share with your HR network.

🌐 Learn more: www.hrindependents.co.uk

HR Voices – Episode 65 Our Top 10 Episodes of All Time (Part 1)

🎙️ Host: Mary Asante | HR Independents

🎧 Episode Overview

In Part 1 of our Top 10 Episodes of All Time series, Mary reflects on five standout HR Voices conversations that continue to shape thinking around flexible working, career journeys, and independent HR consultancy.

These episodes were chosen not just for downloads, but for their long-term relevance and impact. Together, they highlight how trust, culture, and intentional design underpin successful people practices.

📌 Episodes Featured

• Flexible Working & Its Impact – Emma Cleary, Flexibility Matter
• 4 Day Working Week – Case Study - Chris Scott, Acceler8
• Exploring Flexible Working Initiatives – Steve Herbert
• The Legal Side of Flexible Working – Kevin Poulter, Freeths LLP
• A Journey into HR Consultancy – Michelle Hartley, People Sorted

💡 Key Themes

• Flexible working as a cultural shift, not a policy change
• Designing working patterns that support productivity and inclusion
• Legal considerations and organisational risk
• Real-world approaches beyond office-based roles
• Non-linear journeys into HR consultancy

✅ Key Takeaways

• Flexible working works best when rooted in trust and outcomes
• One size does not fit all — sector and role context matter
• Poorly handled flexibility creates legal and cultural risk
• HR consultants thrive when they work authentically
• Community and collaboration strengthen independent practice

🎙️ Mary’s Reflection

Across these five episodes, a consistent message emerges: The future of HR is flexible, human, and values-led.

Whether organisations are rethinking working patterns or professionals are exploring consultancy, clarity and intention make the difference.

🎧 Enjoyed this episode? Subscribe to HR Voices, leave a review, or share with your HR network.

🌐 Learn more about HR Independents: www.hrindependents.co.uk

 

HR Voices Podcast – Episode 64 Recap Special: What Independent HR Consultants Really Bring to the Table

🎙️ Host: Mary Asante | HR Independents (HRi) 📅 Release Date: 8th December 2025

🎧 Episode Overview

In this special solo episode, Mary reflects on Episodes 59–63, pulling together the biggest insights from recent conversations about the real value HR consultants bring to organisations.

Across five interviews, a clear message emerged: HR consultancy is no longer about policies and paperwork — it’s about partnership, clarity, and measurable impact.

This recap highlights the core themes, lessons and thought leadership that have shaped the recent series.

🗂️ Episodes Featured

• 59 – Theresa Cooper: The real value of HR consultancy
• 60 – Nicci Birley: Tailored support & proactive client relationships
• 61 – Susi O’Brien: Confidence in employment law
• 62 – Debbie Molyneux: Demonstrating ROI & sustainable growth
• 63 – Liz Jewer: Conflict resolution through coaching, mediation & investigations

💡 Key Themes Mary Explores 1. HR Value Beyond Paperwork

Theresa reminded us that HR consultancy goes far deeper than templates. Real value lies in:

• Proactive support
• Sounding-board relationships
• Protecting and empowering businesses
• Bringing a whole community of expertise (like HRi)

2. Tailoring Support & Seeing Through Clients’ Eyes

Nicci emphasised the importance of understanding each client’s culture, pressures and goals. Proactive check-ins often uncover issues before they escalate.

3. Employment Law as a Tool, Not a Threat

Susi highlighted how HR consultants help businesses make confident, balanced decisions by explaining risks, options and consequences clearly.

4. Showing Measurable Impact

Debbie demonstrated how HR consultancy creates visible ROI — from cost savings and improved recruitment to leadership growth and stronger teams. Tracking impact strengthens credibility and confidence.

5. Preventing and Resolving Conflict

Liz showed how coaching and mediation reduce grievances and rebuild trust. Independence and impartiality are critical when investigations are required.

🛠️ Combined Takeaways from Episodes 59–63

• Don’t wait for a crisis – early HR intervention saves time, money and relationships.
• Think partnership, not paperwork – HR consultants provide clarity, challenge and commercial support.
• Tailor everything – no two organisations are the same.
• Explain risk & options clearly – empower clients to choose confidently.
• Measure your value – track savings, improvements and outcomes.
• Invest in conflict skills – conversations, coaching and mediation prevent escalation.
• Stay true to your values – alignment matters for both consultants and clients.
• Use your network – community strengthens capability and resilience.

🎙️ Mary’s Reflection

Across these episodes, one message stands out: Independent HR consultants are strategic, commercial, people-focused partners who help organisations grow, navigate risk and build healthier workplaces.

The conversations also revealed the importance of:

• Values-led work,
• Continuous learning,
• Supportive networks, and
• Making HR’s impact visible.

🎧 Listen & Engage

Enjoyed this recap? ✔️ Subscribe to HR Voices ⭐ Leave a review 🔁 Share with fellow HR professionals or business leaders

📩 Suggestions or want to be a guest? Email: hrvoices@hrindependents.co.uk

🌐 More episodes & resources: www.hrindependents.co.uk

HR Voices Podcast – Episode 61

Topic: Confidence in Employment Law: What Independent HR Consultants Really Bring to the Table Guest: Susi O’Brien, O’Brien HR Host: Mary Asante, HR Independents Release Date: 03/11/2025

🎧 Episode Overview:

In this episode, Mary Asante sits down with Susi O’Brien, employment law specialist and founder of O’Brien HR, to explore how independent HR consultants support businesses through complex workplace issues — with confidence, clarity, and care.

Susi shares her journey from senior in-house HR roles to launching her consultancy in 2022, and the critical role independent HR consultants play in helping small businesses manage people risks, stay legally compliant, and support their teams with humanity and fairness.

With practical examples, legal know-how, and a refreshingly honest take on real-life HR challenges, this episode is a must-listen for businesses looking to understand the real value of engaging a trusted HR partner.

In This Episode:

✅ What makes independent HR consultants uniquely valuable to small and medium-sized businesses ✅ How employment law expertise can reduce legal risks and sleepless nights ✅ The power of tailored, practical advice – not just policy templates ✅ Real-life stories: Redundancy done right and short-time working in action ✅ Flexible working styles: Retainers, projects, and pay-as-you-go support ✅ Why employee experience directly impacts tribunal risks ✅ Helping businesses feel in control – not overwhelmed – by HR decisions

💼 Topics Covered:

• HR consultancy for smaller charities and businesses
• Merging employment law with practical, people-centered solutions
• When and why to bring in HR support (hint: don’t wait for a crisis!)
• Avoiding disputes through respectful and transparent processes
• Confidence, not control: How great HR advice empowers employers
• Why engaging HR support early is better than waiting until it’s “messy”

Top 3 Tips from Susi O’Brien:

• Use employment law as a tool – not a threat. It’s there to support good business decisions, not block them.

• Respect the business owner’s role. Great consultants guide and empower – they don’t take over.

• Reduce the chance of legal claims by focusing on employee experience. If people feel heard and respected, disputes rarely escalate.

📣 Listen & Engage:

If you found this episode helpful, please: ✔️ Subscribe to HR Voices ✔️ Leave a review or comment ✔️ Share with your HR or leadership network

📩 Got questions or want to suggest a future topic? Email: hrvoices@hrindependents.co.uk 🌐 Visit: www.hrindependents.co.uk

 

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support. Hosted by Mary Asante | HR Independents (HRi)

📅 Release Date: 13th October 2025 🎧 Episode 60: HR Voices with Nicci Birley — How Great HR Consultants Add Value to Your Business

 👤 Guest: Nicci Birley, Cornerstone Resources

In This Episode:

Host Mary Asante welcomes the brilliant Nicci Birley, co-founder of Cornerstone Resources, to explore the true value that HR consultants bring to the clients and communities they serve.

Nicci shares her journey from corporate HR to running a growing HR consultancy with her husband Rob Birley, supporting a wide range of small businesses, charities, and faith-based organisations across the UK.

Together, they unpack:

• • 🔍 The diverse services HR consultants provide – from recruitment to redundancy, and everything in between
  • 🧩 Why tailoring HR support to each client’s culture and needs is critical to impact
  • 💡 How HR consultants can use insight, empathy, and external perspective to unlock opportunities for clients
  • 🤝 The importance of proactive relationships, monthly check-ins, and bringing fresh ideas even when “nothing seems wrong”
  • 🧠 Managing complexity, safeguarding responsibilities, and supporting clients through tough scenarios — including personal conflicts within family-run businesses

• 🛟 Why self-care and community matter for consultants — and how networks like HRi make a real difference

Key Takeaways:

✅ HR consultants offer more than just policies — they bring clarity, perspective, and care ✅ Tailored support based on real listening creates lasting value ✅ Proactive conversations often uncover hidden challenges and solutions ✅ Self-awareness and ongoing learning are essential to sustainable consulting ✅ Being part of a trusted HR network, like HRi, provides powerful backup and peace of mind

Top Tips from Nicci Birley:

1. 1. Build a strong network – Don’t go it alone. Surround yourself with other indies and trusted professionals.
   2. Keep learning – Stay on top of legal changes, best practices, and industry trends to offer up-to-date, credible advice.

• See it through your client’s eyes – Step into their shoes to deliver practical, empathetic support with impact.

💬 Listen & Engage:

Loved this episode? 📩 Got a topic suggestion or want to be a guest? Email: hrvoices@hrindependents.co.uk 🌐 More episodes & resources: www.hrindependents.co.uk

Don’t forget to subscribe, rate, and share the podcast with your network of HR professionals.

Thank you for listening — and for showing up, not just as professionals, but as people.

 

 

🎙️ HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support

Host: Mary Asante | HR Independents

Episode 59: HR Voices with Theresa Cooper – The Real Value of HR Consultancy

Release Date: 29th September 2025

🎧 Episode Summary:

In this insightful episode, Mary Asante sits down with Theresa Cooper, founder of Cooperative HR, to unpack the real value of HR consultancy. Together, they challenge outdated perceptions of HR, explore the breadth of services consultants provide, and reveal how flexible, proactive support can protect and empower businesses of all sizes. Whether you're a business owner, a team leader, or a fellow HR consultant, this episode gives you a practical look at what HR consultancy really looks like — and why it's about so much more than policies and paperwork.

💼 In This Episode:

• 🧭 Understanding HR Consultancy Today
• - What HR consultants actually do (and what they don’t)
• - Why good HR goes beyond templates and tick-boxes
• - The flexibility, cost savings, and strategic value of external support
• 🤝 How HR Consultants Work With Businesses
• - Supporting SMEs without in-house HR
• - Collaborating with internal teams on specialist projects
• - Adding value across the full employee lifecycle
• 🧠 The Consultant Mindset
• - The power of lived experience, industry variety, and independent thinking
• - Building client trust through honesty, clarity, and boundary setting
• - When to say "no" to work that doesn’t align with your values
• 📣 Lessons & Tips from Theresa’s Journey
• - Why listening to what clients aren’t saying is just as important
• - Using language like “we” to build true partnership
• - How to help clients make confident, informed decisions — even the hard ones
• 🛠️ Top 3 Tips for Engaging with HR Consultants
• 1. We’re not just about policies — consultants provide real-time, hands-on support.
• 2. We help you sleep at night — mitigating risk, reducing stress, and saving money.
• 3. We’re trusted partners — a sounding board with perspective and no internal agenda.

💬 Quotable Moments:

"Just because you can pay someone off, doesn’t mean you should."

"HR is about people — the human side of business — and treating them with fairness and transparency."

"You’re not just hiring me — you’re accessing a whole community of experts through HRi."

🎧 Listen & Engage

If you enjoyed this episode, please subscribe, leave a review, and share with your network. Got questions or want to suggest a future guest?

📩 Email: hrvoices@hrindependents.co.uk

🌐 Visit: www.hrindependents.co.uk

🎧 HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support. Host: Mary Asante | HR Independents (HRi) Release Date: 15 September 2025 Episode 58: Title: The Human Behind the Professional: Highlights from Episodes 53–57

🎙️ Episode Summary:

If you’ve missed Episodes 53 to 57, this is your shortcut to some of our most human, heartfelt, and practical conversations yet.

In this special recap edition, host Mary Asante reflects on the deeply personal and professional themes explored over the last five episodes. From building confidence and visibility to creating inclusive workplaces and breaking executive isolation, this episode brings together insights that remind us: HR is human work—and that includes us too.

Whether you’re a consultant, leader, or solo HR practitioner, these takeaways will help you grow your impact while taking better care of yourself and the people you serve.

🔍 Episode Highlights:

🎤 Ep. 53 – Psychometrics with Katy McMinn Explore how tools like DISC and MBTI can support personal growth, team dynamics, and leadership. Katy shares practical advice for consultants and businesses alike, including why accreditation and self-awareness matter more than labels.

🎤 Ep. 54 – Visibility & Storytelling with Pippa Tanko Your story matters more than your image. Learn how to build trust and attract aligned clients by showing up as your real self—fear, flaws, and all.

🎤 Ep. 55 – Confidence & Inner Voice with Linda Gent Linda breaks down how limiting beliefs and imposter syndrome hold us back—and what to do about it. From journaling to reframing, this episode is packed with tools to help you lead with confidence.

🎤 Ep. 56 – Neurodiversity Inclusion with Charlie Hart Charlie brings lived experience and HR expertise to the conversation on neurodiversity. Discover how small changes in language, policies, and mindset can make workplaces more inclusive for everyone.

🎤 Ep. 57 – Mental Wealth with Mike Pagan Isolation isn’t just lonely—it’s dangerous. Mike shares how leaders and HR professionals can build mental wealth by developing strong support networks, creating psychological safety, and picking up the phone when it matters most.

🧠 Key Themes Across Episodes 53–57:

✅ Self-awareness is foundational – From psychometrics to journaling, knowing yourself is the first step to leading others. ✅ Authenticity is strategy – Visibility and vulnerability build connection and trust in business. ✅ Inclusion is a culture, not a policy – Listening to lived experience is vital for real change. ✅ Confidence can be built – Your inner voice can be trained to support you, not sabotage you. ✅ Support is success – Mental wealth and community matter as much as strategy and skills.

📣 Listen & Engage

Catch up on any of the episodes you missed—or revisit your favourites for another dose of inspiration and encouragement.

💬 We’d love to hear from you! Got feedback, questions, or guest suggestions? 📩 Email: hrvoices@hrindependents.co.uk 🌐 More insights and episodes: www.hrindependents.co.uk

📌 Don’t forget to subscribe, leave a review, and share the podcast with other independent HR professionals.

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante of HR Independents, HRi. 

DATE: 1st September 2025

Episode 57: HR Voices with Mike Pagan — Building Mental Wealth and Breaking Executive Isolation

Guest: Mike Pagan, Executive Coach, Author & Mental Wealth Advocate

🎙️ In this episode:

Mary Asante is joined by executive coach and performance expert Mike Pagan to explore the concept of mental wealth—and how isolation at the top levels of leadership can quietly erode wellbeing and effectiveness.

From solopreneurs to C-suite executives, many leaders struggle with executive isolation, often silently. Mike offers practical tools, real stories, and powerful strategies for building support networks that protect and enhance our personal and professional wellbeing.

This is a must-listen for HR professionals, consultants, and business leaders looking to support themselves and their people more meaningfully.

🧠 What You’ll Learn:

🔓 What Is Mental Wealth?

• The difference between mental health and mental wealth
• Why isolation equals mental poverty—and how to avoid it
• The importance of having a proactive support team around you

👥 Executive Isolation & Why It’s So Common

• Why asking for help still feels like weakness for many leaders
• Why HR professionals often look after everyone except themselves
• How hybrid work can increase (not decrease) isolation

💬 How to Build Your Support Network

• The “mental wealth team” audit: who truly has your back?
• Understanding the 1–10 scale of support—why most people have few (if any) 8s, 9s or 10s
• It’s okay if relationships aren’t equal—support goes both ways, but not always evenly

🏗️ Creating Cultures of Connection

• The role of psychological safety in encouraging openness
• Bringing back meaningful team time—not just for work, but for relationships
• Why isolation can happen in any setting—even an open office

📞 Small Actions with Huge Impact

• Why you should pick up the phone—not just send a text
• The ripple effect of checking in on someone
• Human social responsibility: the HSR that matters more than CSR

✨ Key Takeaways:

✅ Mental wealth is about investing in relationships that support your growth and wellbeing ✅ Executive isolation is real—but it doesn’t have to be inevitable ✅ HR needs to model and protect its own self-care, not just deliver it for others ✅ A strong peer network is critical, especially in hybrid and solo work environments ✅ One phone call can change (or even save) a life—don’t delay it

🔝 Top Tips from Mike Pagan:

1. Audit your mental wealth team – Write down who’s in your support network, and score them 1–10 for commitment. Do this regularly to track and grow your “wealth.”
2. Create psychological safety – Build spaces at work where people can ask for help without fear or shame. Start with yourself.
3. Pick up the phone – Don’t wait. If someone’s on your mind, call them. Your timing might be more needed than you’ll ever know.

🎧 Listen & Engage Enjoyed this episode? Subscribe, leave a review, and share with your HR network or leadership team.

📩 Have a question or want to suggest a topic? Email: hrvoices@hrindependents.co.uk 🌐 Discover more episodes and resources: www.hrindependents.co.uk

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante of HR Independents, HRi. 

DATE: 18th August 2025

Episode 56: HR Voices with Charlie Hart — Neurodiversity Inclusion at Work

Guest: Charlie Hart, Neurodiversity Inclusion Speaker, Writer & Advocate

🎙️ In this episode:

Host Mary Asante is joined by the passionate and insightful Charlie Hart, neurodiversity inclusion speaker and former HR analyst, also known online as Awesome Charlie. Diagnosed as autistic at age 42, Charlie brings a powerful mix of personal lived experience and professional HR expertise to explore how we can create truly inclusive workplaces for neurodivergent individuals.

Together, they unpack the real meaning of neurodiversity and explore what true inclusion looks like—not just in policy but in everyday practice, culture, and conversations. From recruitment to hybrid working, this episode is full of practical advice and honest reflection.

🧠 What You’ll Learn:

🧬 What Is Neurodiversity (and Why It Matters)?

• Understanding the concept and movement of neurodiversity

• Everyone has a unique brain—neurodiversity includes all of us
• Context matters: the same person may function differently depending on environment and support

🤝 What Inclusion Really Means

• Creating environments where people are not just present but welcomed
• Supporting neurodivergent employees isn’t about special treatment—it’s about accessibility
• Building psychologically safe cultures through empathy and flexibility

🚧 Workplace Barriers (and How to Remove Them)

• The unseen challenges: sensory overload, verbal instructions, scattered meetings
• Why lived experience should inform policies—not assumptions
• The power of communication preferences and scheduling that works for humans, not just processes

🛠️ Practical Strategies That Make a Difference

• Informal tweaks vs. “reasonable adjustments”
• Collaboration between employees and managers—not confrontation
• Why conversations should be human, not legalistic

📈 Why It’s Everyone’s Business

• Inclusive practices benefit all employees, not just neurodivergent ones
• How to support individuals without singling them out or creating more stigma
• Encouraging storytelling, ERGs, and active listening to embed inclusion

✨ Key Takeaways:

✅ Neurodiversity is natural—and valuable in every workplace ✅ Inclusion isn’t about policies; it’s about people and practices ✅ Simple changes like advance interview questions or respecting communication preferences can have huge impact ✅ Don’t assume—ask ✅ Believing people when they share their needs is the foundation of an inclusive culture

🔝 Top Tips from Charlie Hart:

1. Allow communication preferences – Encourage people to state how they prefer to be contacted in email signatures or profiles.
2. Send interview questions in advance – It helps everyone, not just neurodivergent candidates.
3. Believe us – When someone says they’re struggling with an environment or process, trust them. It’s not about drama—it’s about dignity.

🎧 Listen & Engage Did you enjoy this episode? Please subscribe, leave a review, and share it with your HR and leadership community.

📩 Have questions or suggestions? Email: hrvoices@hrindependents.co.uk 🌐 Discover more episodes and insights: www.hrindependents.co.uk

 

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante of HR Independents, HRi. 

DATE: 4th August 2025

Episode 55: HR Voices with Linda Gent — From Limiting Beliefs to Building Confidence

Guest: Linda Gent, Executive Coach & HR Professional

🎙️ In this episode:

Mary Asante is joined by the brilliant Linda Gent, executive coach and seasoned HR professional, to explore the inner voice that holds many of us back—limiting beliefs—and how to transform them into the confidence we need to thrive.

Linda shares how these beliefs take root, from childhood memories to difficult work experiences, and how they often evolve into what we know as imposter syndrome. Through powerful coaching insights, practical techniques, and real-life stories, Linda shows how HR professionals and business leaders can start dismantling these beliefs and begin showing up more powerfully.

🧠 What You’ll Learn:

🔎 What Are Limiting Beliefs?

• The connection between limiting beliefs and imposter syndrome
• Common signs of self-sabotaging internal dialogue
• Why confidence is often a skill—not a trait

📚 Where They Come From

• • Early experiences, workplace trauma, and ingrained messaging
  • Why some beliefs become part of your persona

• The role of fear, shame, and internalised criticism

🔁 How to Start Rebuilding Confidence

• • Coaching techniques that challenge limiting narratives
  • Tools like journaling, reframing, and reflective cycles

• Using positive psychology (PERMA) and strength-based approaches

🧍 Why It’s Not About Perfection

• Breaking the myth that you must “know it all” to be credible
• Recognising the “archetypes” of imposter syndrome: the perfectionist, the expert, the superhuman
• How overcompensation can lead to burnout

💬 Being Vulnerable, Being Human

• The power of authentic leadership
• How hybrid working has shifted perceptions of professionalism
• Why showing vulnerability can build team trust

✨ Key Takeaways:

✅ Your internal voice has the power to shape—or shatter—your confidence ✅ Confidence can be developed with tools like reflection and reframing ✅ It’s okay not to have all the answers—leadership is a team sport ✅ Self-awareness helps you break the cycle of fear-based thinking ✅ Vulnerability, empathy, and connection can boost both wellbeing and performance

🔝 Top Tips from Linda Gent:

• Reflect – Use journaling, self-inquiry, or post-it exercises to explore the beliefs shaping your decisions.

• Reframe – Add the word “yet” to your inner dialogue. “I can’t do this…yet” changes everything.

• Rejoice – Acknowledge your wins. Celebrate the small stuff. Confidence grows when you recognise progress.

🎧 Listen & Engage Enjoyed this episode? Subscribe, leave a review, and share it with your network.

📩 Have feedback or a topic suggestion? Email: hrvoices@hrindependents.co.uk 🌐 More episodes and resources: www.hrindependents.co.uk

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante of HR Independents, HRi. 

DATE: 21st July 2025

Episode 54:  HR Voices with Pippa Tanko — Redefining Visibility: Why Your Story Matters More Than Your Image

Guest: Pippa Tanko, Brand Photographer & Visibility Coach

In this episode:

Mary Asante is joined by the inspiring Pippa Tanko, a brand photographer and visibility coach who helps entrepreneurs show up as their true selves online to attract the right clients. Together, they dive into what visibility really means—and why your story holds more power than your polished image.

This conversation explores how authenticity (in its rawest, most real form) is not just a buzzword but a business strategy. Pippa shares her journey, insights, and powerful advice for HR consultants who want to build trust, stand out online, and connect meaningfully with their audience.

🎙️ What You’ll Learn:

🧭 Why Your Story Matters More Than Your Image

• How authenticity builds trust
• Why your lived experiences are more powerful than polished trends
• Storytelling as a visibility tool and business strategy

🧠 Overcoming Visibility Fears

• • Using fear as a compass to guide your next move
  • The mindset shift: making visibility about your audience, not you

• The balance between vulnerability and privacy

📸 Strategic Visibility for Business Growth

• • Building the “know, like, and trust” factor online
  • Showing up consistently without burning out

• How to repurpose content meaningfully and sustainably

🫶 Why Being Human is Your Superpower

• • The power of relatability in building your brand
  • Visibility for those juggling business and life (e.g. carers, parents)

• Real life vs. curated perfection—and why honesty wins

✨ Key Takeaways:

✅ Visibility is about connection, not performance ✅ People relate to your story, not your perfection ✅ You attract the right clients by showing who you really are ✅ Your voice and story are part of your business’s most valuable assets ✅ There’s power – and profit – in showing up as your whole self

🔝 Top Tips from Pippa Tanko:

• Use fear as a compass – What scares you might be exactly what moves the needle in your business.

• Have an opinion – Sharing your perspective sets you apart and builds credibility.

• Practice visibility – Start small. Get on camera. Try video or share a personal post. You don’t have to be perfect—just present.

🎧 Listen & Engage Enjoyed this episode? Subscribe, leave a review, and share with your HR network.

📩 Want to be a guest or suggest a topic? Email: hrvoices@hrindependents.co.uk 🌐 More episodes & insights: www.hrindependents.co.uk

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Hosted by Mary Asante of HR Independents, HRi. 

DATE: 7th July 2025

Episode: HR Voices with Katy McMinn — How Psychometrics Can Support People & Organisations 

Guest: Katy McMinn, Task HR

In this insightful episode, host Mary Asante speaks with the fabulous Katy McMinn, founder of Task HR, to explore how psychometric assessments can support individuals, teams, and organisations. Katy shares practical insights for HR consultants and businesses looking to apply psychometric tools effectively.

In This Episode:

🔢 Understanding Psychometrics

• What psychometric assessments are and what they measure.

• Their wide application across recruitment, development, team dynamics, leadership, and organisational restructuring.

• The importance of selecting the right tool for the right purpose.

🔍 How Businesses Use Psychometrics

• Integrating psychometrics into recruitment for better hiring decisions.

• Using psychometrics for leadership and personal development.

• Team dynamics: improving collaboration and breaking down barriers.

🧬 Choosing the Right Tools & Accreditation

• Popular tools: DISC, MBTI, Golden, True Colors, Emotional Capital, EBW.

• Why accreditation and proper training are crucial.

• The danger of misinterpretation and pigeonholing without expert guidance.

🔑 The Role of HR Consultants

• How HR consultants can add psychometrics into their service offerings.

• Collaboration opportunities with other accredited consultants.

• Using psychometrics to enhance coaching and leadership programs.

🫰 Individual, Team, and Organisational Benefits

• Self-awareness and personal growth.

• Enhancing team communication and dynamics.

• Supporting organisational culture, talent management, and business success.

🔢 Key Takeaways

• Psychometrics are a valuable tool when applied correctly, not in isolation.

• Self-awareness is at the heart of personal and team development.

• Accreditation is essential for ethical and effective use.

• Collaboration with other consultants expands your offering.

• Be mindful of neurodiversity when applying psychometric tools.

🔟 Top Tips from Katy McMinn

• Don’t pigeonhole people — use psychometrics to explore, not to label.

• Always combine psychometric results with wider assessment tools.

• Consider neurodiversity and adapt assessments accordingly.

🎧 Listen & Engage If you enjoyed this episode, please subscribe, leave a review, and share it with your HR network.

Have feedback or want to be a guest? 

📧 Email: hrvoices@hrindependents.co.uk 

🌐 More insights at: www.hrindependents.co.uk

 

 

 

HR Voices Podcast

A podcast for independent HR and people professionals, and the businesses they support.

Episode 52

Title: Conversations That Move HR Forward: Highlights from Episodes 47–51 Host: Mary Asante | HR Independents Ltd Release Date: 23 June 2025

In this special recap edition of the HR Voices Podcast, host Mary Asante reflects on the standout insights, frameworks, and tools shared over the past five episodes. From navigating difficult conversations to smart marketing, ethical investigations, outplacement support, and scaling your business with virtual assistants—this recap brings together the best of recent guest wisdom to help you grow your HR practice with clarity and purpose.

Whether you're a long-time listener or just joining us, this episode is your quick-start guide to some of the most valuable conversations we've hosted this season.

🔍 Episode Highlights:

🎤 Ep. 47 – Facilitating Difficult Conversations with Sarah Harvey Discover the STREET CREDS framework and learn how to balance candour and sensitivity. Psychological safety, timing, and emotional intelligence are key to getting tough conversations right.

🎤 Ep. 48 – Marketing Beyond Referrals with James Lyon James challenges HR consultants to stop relying on referrals and embrace strategic, repeatable marketing systems. Get practical tips on using LinkedIn, email, websites, and automation to grow visibility and stability.

🎤 Ep. 49 – Investigations and the PEACE Model with Kate Marston Explore the PEACE model for evidence-based investigations. Learn the importance of planning, impartiality, and clear terms of reference to conduct fair and legally sound investigations.

🎤 Ep. 50 – Outplacement Support with June Hogan Redundancy doesn't have to mean disengagement. June shares how outplacement services can protect morale, support leavers compassionately, and maintain your employer brand.

🎤 Ep. 51 – How Virtual Assistants Help HR Consultants Scale and Succeed with Kelly Matcham Kelly explains how virtual assistants can be your “25th hour in the day,” helping HR consultants outsource admin, marketing, and more—so you can focus on the work that matters.

🧠 Key Themes Across Episodes:

• ✅ Structure supports success – Frameworks like STREET CREDS and PEACE give you tools to handle complexity.

• ✅ Marketing is risk management – Consistency builds trust and pipeline stability.

• ✅ Delegation is strategic – From VAs to outplacement, smart support enables growth.

• ✅ Compassion is not optional – Whether navigating redundancies or hard conversations, how you show up matters.

🎧 Listen & Engage

Catch up on any episodes you missed—or revisit your favourites for another dose of inspiration.

💬 We’d love to hear from you! Got feedback, questions, or a guest recommendation? 📩 Email: hrvoices@hrindependents.co.uk 🌐 Visit: www.hrindependents.co.uk

📌 Don’t forget to subscribe, review, and share the podcast with fellow HR professionals.

Thank you for being part of the HR Voices community!

 

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

1. 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.uk

For more resources, visit www.hrindependents.co.uk plus take a look at this BLOG for more information. 

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

1. Plan early – Involve outplacement in your initial redundancy planning.
2. Focus on people – Never lose sight of the individuals behind the roles.
3. 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.

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

 

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

 

 

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]

 

 

🎙️ 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

 

 

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]

 

 

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:

1. Ask, don’t assume – Have open conversations with employees about their needs rather than making assumptions based on stereotypes.
2. Flexible working matters – Recognise that productivity times differ, and offer flexibility where possible to optimise employee performance.
3. Adjust recruitment processes – Consider alternative interview methods, allowing candidates to showcase their skills in a way that suits them.
4. Encourage open communication – Establish safe spaces where neurodivergent employees feel comfortable discussing challenges and requesting reasonable adjustments.
5. 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.

 

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:

1. Start the conversation early – it’s never too soon to plan for retirement.

2. Provide safe spaces and workshops for employees to discuss their retirement vision without stigma.

3. Make resources easily accessible, including coaching, webinars, and financial advice.

4. Encourage succession planning as part of ongoing professional development to avoid last-minute disruptions.

5. 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.

 

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:

1. Regularly review and adapt HR processes to align with emerging trends and technology.

2. Engage employees in discussions about wellbeing to ensure benefits are impactful and valued.

3. 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.

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:

1. January Can Be Tough, and That’s Okay: Understanding societal expectations around productivity, health, and financial resolutions can help manage self-imposed pressures.

2. 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.

3. 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.

 

 

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:

1. 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!

 

 

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:

1. 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: Participate in government consultations to have your say on proposed legislation.

 

Thanks for Listening! We hope this episode has provided clarity and actionable insights into navigating the busy landscape of employment law.

To learn more or to share your expertise as a guest, contact us at hrvoices@hrindependents.co.uk. Stay tuned for more episodes that keep you informed and prepared for the evolving world of HR!

 

 

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:

1. 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:

1. 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.
2. A Community of Support: The awards highlight the collaborative and supportive nature of the HR consultant community, demonstrating the value of peer recognition.
3. 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 celebration next year? Submissions for the 2025 HR Indies Awards open early next year. Mark your calendars for October 10th, 2025, for the flagship conference and awards ceremony.

For more information or to appear as a guest on our podcast, email us at hrvoices@hrindependents.co.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:

1. 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.

2. Invest in People, Not Policies Alone: Real cultural change happens when organisations commit to quality, interactive training that prioritises relationships and psychological safety.

3. 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.

4. 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.

 

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:

1. 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.
2. 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.
3. 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