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HR Strategy & Best Practices

This is the space for your topics around current HR strategies. What might an HR organization of the future look like?

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107 Topics

MoeCommunity Admin

published in HR Strategy & Best Practices

London Lunch & Connect Recap + a chance for you to host our next one!

Happy Monday, everyone! ☀️I wanted to stop by and quickly recap a fantastic Lunch & Connect meetup in the Personio London office. Hosted by the wonderful @andra.enache, we were all treated to a conversation that was equal parts cathartic and refreshing. As a reminder, the theme of the discussion last week was on building resilience and how People professionals can build up their own reserves. In your professional lives, you’re all frequently tasked with helping other employees in this regard. However, it’s not often that HR pros get to thin about themselves and how they’re dealing with, well, everything!We had an absolute blast listening to each other’s stories and connecting. Thank you to @Blue, @Kim Stringer, and all of our other guests for making it a great day. We can’t wait to host another one of these gatherings in the Personio office! Speaking of which, are you interested in hosting your own Lunch & Connect meetup in our lovely Covent Garden office? Food and refresh

MoeCommunity Admin

published in HR Strategy & Best Practices

Discussions about AI + an HR summit = a day to remember in Cambridge! ☀️🤩

Hello everyone!I’m here to give you a rundown of an incredible Thursday in sunny, warm Cambridge. After a morning commute from London that was suspiciously stress-free, I settled into a Lunch & Connect gathering that felt like we needed more than our scheduled 2 hours!Our host, James (@JHBEM) put together another fantastic gathering yesterday, setting us up for a fascinating dialogue. Speaking of which, a huge thank you to Jo Stansfield who facilitated and sparked a wonderful, introspective conversation Jo talks us through prompts that sparked a lively conversation!AI, as you all know by now, is among the hottest topics in so many industries. HR is no different. I have to confess, I’m something of an optimist when it comes to the potential of this technology. I showed as much when I referenced its potential to eliminate repetitive, mundane tasks and help HR pros focus more on creative and/ or strategy work.Oxana and David (@Naturally Mindful) challenged this notion, asking about

andra.enacheExplorer

posted in HR Strategy & Best Practices

💌Get ready for our Lunch & Connect! 🗓️ June 26th, 2025

Hello HR leaders!How are you? No, really - how are you? 🤗Next Thursday, we’ll spend two hours together with the hope of truly connecting and creating a space where you can share your experiences, feel inspired, and simply… just be.As HR leaders, we’re so often focused on supporting others that we sometimes forget: we’re human too. Carrying the stress and responsibility of our organisations comes at a cost - emotionally, mentally, even physically. So, how do we take care of ourselves as well?The reality is that today, change is the only constant. We live in an unpredictable world - economically, politically, socially - which can shift the direction of our organisations and priorities overnight. How do we build resilience in ourselves and our teams to navigate this collective uncertainty? Whether it’s missing goals, managing layoffs, or handling the thousand small things that come our way daily, the pressure is real.I believe it starts by creating a sense of psychological safety. People

damayantichowdhury09Explorer

posted in HR Strategy & Best Practices

AI - Friend not Foe?

As a writer, I’ve always held a certain bias against generative AI tools and often refused to use them for my work whether it be within academic writing, content writing or creative writing. Then a few friends, colleagues and even family members of mine pointed out that AI can be used for more than just paraphrasing, copy-pasting and most importantly, as a substitute for our jobs! This got me thinking more on the subject and after doing some research I was pleasantly surprised by the impact that AI has had with its myriad of functions. Turns out instead of using it as a shortcut, “commanding” it to provide us with information and finish work, it can be used as a useful tool to engage in smart work. In fact, I’ve heard many people call AI their omnipresent colleague. Don’t get me wrong, I am not here to promote AI. Quite the opposite actually. As I have recently discovered, to the best of my knowledge AI is in fact not out to get our jobs but can be used as a “friend” rather than a comp

MoeCommunity Admin

published in HR Strategy & Best Practices

People Puzzlers: What would you do in this workplace situation?

Hello and happy Monday, everyone! 😄I want to introduce you to a new content format that I will be posting in the community once per month.Introducing...People Puzzlers!For all you dazzling, talented, problem-solving People professionals out there, this series is all about tackling complex situations at work. Each month, I’ll share a hypothetical scenario with you. Some of them may even be inspired by real life scenarios (with permission, of course)! All you need to do is leave a comment and respond with how you’d approach this situation. After that, sit back, relax, and see how your fellow community members solve it. 👀Shout out to @nina.johansson for coming up with this awesome idea while we were chatting recently! 🤩This community is loaded with experience and know-how. I’m looking forward to seeing some of that applied to these sticky situations! Right, now that we got that out of the way, here’s this month’s People Puzzler and it’s all about Performance!Sack or Support? 🤔 An emp

Naturally MindfulBusy Bee

posted in HR Strategy & Best Practices

LGBT Allyship: fostering harmony and empathy

Who we are and how we work are one and the same. At least, this is true when equity and authenticity are explicit in the values and practices of the workplace. And when I say values, I’m alluding to something more than mission statements, written policies and statutory staff training modules. The truth I’m more familiar with has been the need to mask who I am in order to comply with the social norms of the workplace thereby putting a lot of energy into avoiding encountering ignorance and discrimination at best, bullying and abuse at worst. At the same time, I have benefitted from several privileges within the same social constructs. Opportunities have come to me as a white able-bodied man educated for free during a brief political climate of social justice, new equality legislation and social policy. I continue to feel very grateful to my forebears who put their heads above the parapet to speak up for what is good and right, risking loss of personal safety, job security and the suppor

brittbosmaFollower

posted in HR Strategy & Best Practices

Question about flexible public (bank) holidays

Dear Community,We’re currently exploring the possibility of offering employees the flexibility to swap a few public (bank) holidays throughout the year. Some public holidays are religious in nature, and some employees may prefer to take a day off for occasions such as Eid al-Fitr or Keti Koti instead of, for example, Pentecost. We already foresee a bit of an administrative hassle for this, so we are wondering if there are companies that have this benefit and can tell me how you approach this? Thanks in advance for your advice!

MoeCommunity Admin

published in HR Strategy & Best Practices

Share your 'HR instinct' story and inspire your peers! You'll be featured in a Personio audio series!

Hello, everyone!We know HR professionals have this incredible emotional intelligence and a sharp gut instinct — it’s what helps you read rooms, spot issues, and make those tough calls when the data isn’t there. But instinct alone has its limits. Knowing something’s wrong isn’t the same as knowing why, and guessing isn’t the same as seeing what’s next.That’s why we want to hear your stories about balancing gut instinct with data-driven insights. As part of our marketing campaign "Turn Think Into Know," we’re creating a short audio series made up of 1-minute voice clips (kind of like listening to a podcast or voice note, so no video) that explore those pivotal moments when HR leaders had to navigate the tension between intuition and hard evidence. We’d love for you to take part! Respond to this thread with your story or reach out directly to join us for a relaxed 20-minute chat to share a time in your career when:Your instinct flagged something important, but you lacked the data to back

HannahPorteous-ButlerExplorer

posted in HR Strategy & Best Practices

Turning Good Intentions Into Impact: The Case for Data-Led Parental Support

So, in a recent workshop I ran on parental support in the workplace, I asked three questions:Do you have a parental leave policy? ……..Every hand went up. Do you have a strategy to support returners?……..A couple of hands stayed raised. Do you track what happens after leave — retention, progression, employee experience?…..Not a single hand left.It’s a pattern I see again and again because people assume a policy equals support. BUT, unless you’re measuring well it’s working, it’s just good intentions …isn’t it?Data is what turns those good intentions into real, meaningful change. I believe that without it, we can’t see what’s working, what’s performative, or where the challenges are….Last week I went to a Personio event on “From Numbers to Narratives” (not an ad - it was genuinely excellent), and one line stuck with me:“Instinct is just another data point. Don’t let it lead the whole story.”Too many organisations rely on ‘vibes’. If no one’s loudly complaining, they assume the support

brittbosmaFollower

posted in HR Strategy & Best Practices

Addendum/or new contract for new role

Hi Community, Currently we have an employee that might change to a Team Lead role. This person has a permanent contract and we are wondering if we can offer this employee something like an addendum or new contract to make sure we have a bit of a probation/trial period.How do you usually do this in your company?

HannahPorteous-ButlerExplorer

posted in HR Strategy & Best Practices

Why a thoughtful re-induction plan matters for Parental Returners - or does it?

At a recent workplace wellbeing event, I had some brilliant conversations with HR leaders about parental support. I was encouraged to see just how many people wanted to better support their working parents and returners. But....I wasn’t surprised to hear how many felt unsure about the how.From all the companies i spoke to I saw that the intention was there but the action plan wasn’t. So I thought I’d help with a few learnings and insights from my work, but I’d be keen to hear if you agree/disagree:A common misconception I see is that treating returners “just like everyone else” will help them feel included. It sounds supportive but in fact it misses the mark: We don’t want them to 'slot back in like nothings' changed ' - because it has. Parenthood shifts your priorities, perspectives, and your sense of self - but it also sharpens key skills: resilience, emotional intelligence, time management, strategic thinking (I could go on… and I often do!).In fact, it makes you even more skilled a

Naturally MindfulBusy Bee

posted in HR Strategy & Best Practices

What's mental wellbeing got to do with it?

Why should employers take responsibility for the health and wellbeing of their employees? The law aside, which isn’t clear enough or enforced often enough, in my opinion, to what degree should an employer invest in promoting health and mental wellbeing in the workplace?I ask this, not as an academic, but because I can tire of the tick-boxing I witness when asked to deliver a mindfulness taster for a workforce, who need a lot more than 2 hours of meditation. I ask this, because it is too easy to skim over the centrality of a person’s mental health in their reason for being, which by the way, is not to be productive...rather to be sentient, engaged, creative. When we exercise these human needs and skills, the fruits of our creativity can lead to innovation, excellence and profitability. Oh, and I forgot, to happiness. Many businesses cover their base by ensuring a minimum number of mental first aiders, who, as a result of the training, possess a rudimentary knowledge of mental health dia

MoeCommunity Admin

posted in HR Strategy & Best Practices

Community Question: What did you do before HR? 🤔

One of the things I am very interested in learning about is how people got into HR. We’ve had some lovely stories from some of our community members, like Zoe and Nina. I’m curious about everyone else here as well! Have you always wanted to work in HR? Or, perhaps, was there some other field, some other line of work you were in?What were you doing before making the leap to HR? And how did you get here? Can’t wait to read your stories!

MoeCommunity Admin

published in HR Strategy & Best Practices

📣 Announcing the Community Book Club! 📖

Happy Wednesday, everyone! So, I’ve had a few discussions with folks in the community about potentially starting a small book club. This would focus on books that are either directly related to HR or the world of work more generally (mindset, deep work, leadership topics, team-building, etc).Now, I’d like to try this out with you all. Consider this the announcement for the first Voyager Community Book Club! 🤩We’ll meet online via video call and discuss one book each quarter.Now, let’s start with an important question via the poll below. Big shoutout to @HRJoy , @andra.enache , @Kim Stringer , @SabbuSchreiber , and @SalC for the inspiration! 🚨 UPDATE: 🚨 Polling is now closed and the winner is Drive: The Surprising Truth About What Motivates Us by Dan Pink! Stay tuned for details about when our book club call will be scheduled!

brittbosmaFollower

posted in HR Strategy & Best Practices

Managing partial sick Leave payments during reintegration

Hi Community,At the company I work for, we have a policy stating that employees in their second year of sick leave who are reintegrating receive 100% pay for the hours they actually work. For the non-worked hours, they receive 70% pay.There’s currently no way to track this in Personio, which makes the administrative correction quite a hassle for us in HR—especially since the number of worked hours fluctuates during reintegration, for example when employees gradually build up their hours.Do you have any best practices for how to manage or administer this effectively? Thanks!

Kim StringerFollower

posted in HR Strategy & Best Practices

Lunch and Connect - Proactive Performance management

I’m excited to finding out what others are doing about Proactive Performance management and sharing and learning. Calibrations, Habits, Rewards, Career development in flat structures, 9 box grids, Skills based frameworks for development, Effective feedback- 2 ways, talent management. Motivations and Expectations. Have you seen Conscious unbossing? , Founders mode rather v Managers mode? Looking forward to connecting and exchanging ideas over lunch.

Naturally MindfulBusy Bee

posted in HR Strategy & Best Practices

Mindfulness training: survival skills

Why consider mindfulness training to build resilience in teams?I read recently that the Indian military had introduced mindfulness training to train minds to manage extreme emotional distress, strengthen mental acuity and prepare their workforce for the journey ahead. This reminded me that my training programmes go way beyond the alleviation of workplace stress, and that mind training, when delivered by an expert, with experience in organisational learning and development and meditation pedagogy, has the potential to turn individuals, teams and businesses around in they deal with pressure, conflict, trauma and loss.Mindfulness training is as much about how we interact with each other as it is about how we deal with stress. It elicidates how our core values and beliefs drive the decisions we make and how we behave with our colleagues. Interwoven in the meditation skills development is an introduction to the neuroscience of how mind works and how we have the potential to overcome life-lo

sibilareev2024Getting Started

asked in HR Strategy & Best Practices

Automatic screening legal basis

Hi, Does anybody know if we can legally use automatic screening & rejections (e.g. based on location, phone number) in EU (specifically Germany) or can that be considered discrimination?Thank you in advance,Best regards,

MoeCommunity Admin

published in HR Strategy & Best Practices

HR's Brain Drain Problem in the UK: What can be done?

Hello, everyone!So, I’m a fan of kicking every year off with some optimism. However, the HR industry, as always, is facing some headwinds that need to be addressed. One example is the amount of burnout-driven resignations that are about to happen in 2025. Here at Personio, my colleagues have been doing some research on the HR profession in the UK. What they’ve found is sobering, including 41% of those surveyed saying they spend the majority of their time on unnecessary admin. This has led to over half of surveyed professionals reporting burnout and over a third planning on leaving the industry altogether this year.With this in mind, I’m curious what our community thinks might be the way forward. Here are some questions to consider:How would you address this problematic trend? Is the focus on unnecessary admin a tech issue or an organisational culture issue? Or something else entirely? Have you faced these issues of overwhelm in the past? How have you dealt with them?

MoeCommunity Admin

published in HR Strategy & Best Practices

📣 Learn People Strategy from Personio's CPO, Lenke Taylor

Hello community,As you all know, working in HR involves a lot of strategic work - when you get time away from administrative tasks and putting out fires, of course! But, where does one start with building an HR strategy? And do you transition from one strategic approach to the other without changing the core principles of your organisation?We’re delighted to present to you this incredible conversation with Lenke Taylor, Chief People Officer at Personio. Brought to you by the Personio Foundation, this conversation is your way to access Lenke’s leadership experience, spanning years at places like Google, Buzzfeed, and Twitch. Topics covered include: How to do more with less at an NGO. How to think about the value of HR as a strategic function. How to frame the value of joining your organisation. How to transition from a start-up to scale-up mindset while maintaining core principles. And much, much more, including specific examples from Lenke’s experience! Sit back, relax, and take your

MelissaFormer Community Moderator

published in HR Strategy & Best Practices

💞🔮 Valentine's Day: How are the 5 “love languages” reflected in appreciation at work?Valentine's Day

Hi Community,There are just a few days left until February 14th... On Valentine's Day, it's all about appreciation and connections – why not bring this into the work context as well? Just like in personal relationships, every employee in the office has their own “language” that helps them feel truly valued. The five love languages, originally developed for personal relationships, can help HR figure out exactly how to do this and apply it in everyday work life. The Five “Love Languages” in the Workplace🗣️ Words of Affirmation: A sincere “thank you,” personal praise in a team meeting, or a message highlighting a special contribution can work wonders. Words are powerful – and often exactly what employees need to feel seen.⏰ Quality Time: One-on-one conversations, real attention, and availability. When someone realises their concerns are truly heard, it creates a sense of appreciation and trust.🤝 Acts of Service: Proactive support with challenges, removing obstacles in everyday tasks, or

MoeCommunity Admin

published in HR Strategy & Best Practices

HR Trends Report 2025: What's on the Horizon for HR this Year? 👀Blog

Hi everyone!As we all get settled into the new year, we’ve got some HR insight to get you thinking! As you solidify your priorities for 2025, check out our HR Trends Report, counting down some of the biggest topics in the industry this year. This special report covers a range of HR-specific trends, breaking each down to the data behind it and what it means for you and your organisation. For example, one key factor in 2025 is fighting off the rising tide of “AI fatigue.” Broadly speaking, this is the phenomenon of feeling overwhelmed by the “hype” surrounding artificial intelligence - something that isn’t exactly helped by the seemingly never-ending press-coverage concerning AI. Several data points indicate AI fatigue potentially rising in the workplace, including a study by Wiley that shows 40% of respondents are struggling to understand how to integrate AI into their work. Moreover, that same study shows 75% are lacking confidence in their ability to use this technology.What this migh

MoeCommunity Admin

published in HR Strategy & Best Practices

Unethical companies and "moral disengagement" 🤔

Can workplace culture lead to unethical behaviour by employees?New research suggests that, while sometimes unwittingly, corporations can indeed play a huge role in unethical actions by individual employees. This is done via organisational moral disengagement.To many of you, that might come across as a no-brainer. However, a few things caught my (admittedly inexperienced) eye. First, the fact that this research is being done at all indicates a focus on a structural approach to unethical corporate practices (rather than on individual employees).Second, there is a key point made about the importance of how unethical behaviour is framed. I was particularly fascinated by the use of language to make otherwise unethical practices seem minor. The example used in the linked article is seeing price-rigging as “stabilising prices.” How interesting!I am curious what our community members think about this. Specifically, two questions come to mind:What, if anything, can be done when an employee noti

Community Holiday ElfHappy Holidays!

published in HR Strategy & Best Practices

📝 Christmas Wishlist for HR: What’s on Your List?

Hi Community,Today is my second stop on my journey through the Community, and I’m super excited to hear your thoughts and ideas in the HR Think Tank – they say this part of the Voyager Community is like a treasure chest for HR professionals!As part of my yearly work, I’ve been going through the many wishlists from our hardworking helpers. They have wishes too and are thrilled when they come true:⏰ from more flexible working hours🗣️ to an open feedback culture✨ and innovative benefits. While reading through all these wishes, I started wondering: why don’t I have my own wishlist? And what would be on it? 👀Just like you, as HR professionals, I want to fulfill the wishes of our helpers while also keeping my own needs in mind. Before I start writing my wishlist, I’d love to know: What would be on your wishlist? What’s your biggest wish as an HR professional for the coming year?I can’t wait to read your comments and gather some valuable insights. Let’s discuss together to make sure HR cont

People PersonCommunicator

posted in HR Strategy & Best Practices

Christmas Party – A culture requirement or is there a better way?

With Christmas fast approaching, the buzz around the office always seems to turn to the infamous company Christmas party. In November employees are already wandering when it will be, where it will be, what the talk of the night will be, and in some cases, they’re wondering if there will even be a Christmas Party.This has made me think, Christmas parties seem to be a staple in most companies nowadays and they are all but expected by staff. If a company doesn’t have one, it can sometimes stir conversation around if the business is doing well, if the business cares about their people and ultimately, cause comments on the companies’ culture as a whole.With many industries are moving to homebased or hybrid contracts, or having a large spread of employees across the country, or even the world. Planning any sort of event can be a logistical and financial burden for companies.This all has had me wondering, is a company Christmas party considered a requirement in fostering a good company cultur

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