follow us here and on twitter @ukhrhub to get all the latest HR hints, tips, advice and news

Have you got the MAGIC touch?

Have you got the MAGIC touch?

Here at HRHub towers, we’ve long believed that great HR can scale your business and over the past few years we’ve worked with over 250 companies to do just that. So we have been working out how to distil our knowledge and experience down to share with others in an easy way.

Our MAGIC Scorecard will help you identify some key areas to focus on if you’re serious about your team’s success.

Everyone has the capacity to inject some MAGIC into their team and be on the road to success. So if you’re setting out your plans for next year try our new easy tool to help identify any gaps.

Whats your MAGIC Score?

Distilled from over 20 years plus experience of working with fast growth and successful businesses, we’ve summarised 5 key areas which will help boost a companies chance of success whilst growing:

  • Meaning: Everyone goes into business for a reason. What’s yours? And how does this comes across to your team? Your purpose, vision and values are all critical to how teams feel about their work. 
  • Accountability: Accountability leads to a strong culture of trust & engagement in business.  It’s therefore key that all team members are clear on ownership & responsibilities in order to achieve this.
  • Growth: No-one wants to stagnate & development is a core need we all share as human. Personal growth is a key  driver of motivation and engagement for team members, which will in turn help your business grow.
  • Inclusion: Having a strong culture of diversity, equality and inclusion is essential in any successful business. It creates a myriad of benefits, including increased creativity, happiness and (ultimately) greater revenues.
  • Care: Everyone wants to feel valued in life and showing care and interest in the wellbeing of your team ensures this as well as leading to a healthier, happier workforce.

This scorecard has been developed to quickly and painlessly produce a score based on your answers. In under 2 minutes you will generate results with tailored tips on how to create the MAGIC in your HR practices.

No gimmicks, no time-wasting, just some simple yes/no questions to set you off on your personal growth journey!

Drop us a line via, give us a call on 0203 6277048 or pop in a diary meeting in here

Scrapbooks and Stats

Scrapbooks and Stats

Sorting out some boxes in our attic the other day, I came across a couple of scrapbooks I’d been encouraged to fill when on Summer holidays as a child. Amazed that these were still intact, I browsed through the first one and was transported back to ’84 immediately via fuzzy photos of the Epcot Centre, tickets to attractions that are faded beyond recognition, a Mickey Mouse sticker and many (many,…too many!) different-yet-all-slightly-out-of-focus shots of my family on a miscellaneous beach in Florida. It was clear this was my first Summer let loose with film….

I didn’t capture all that we did that Summer in the book of course, but the essence of what a fabulous time we’d had was unlocked as soon as I looked through it (together memories of some epic fights I’d also had with my siblings over Pacman scores too) and it reminded me how lovely it can be to have such a chaotic way to capture a period of time. Sadly, I didn’t keep it up for much more than a couple of Summers, however it certainly brought on a flurry of  hastily downloading and creating photobooks (so much more reliable than an old pritt stick!) from my phone to keep more recent memories alive.

“Some” might say that a post like this belongs in the ‘back to school’ category of early August (and it may be that I’ve broken some unspoken Marketing Calendar rulebook – whoops!) however in the HR Hub world ‘Summer’ breaks are never just confined to July and August and the rolling nature of them are an essential part of what energises us throughout the year. Cue my first attempt above to capture some of what we as a team have been up to!

This Summer our relay of HR Hub team breaks (so far – still a few to go) has taken us to Athens, Italy, Croatia, Spain, Athens again , the Canary Islands and then most recently, mainland Spain again. Oh, and let’s not forget Suffolk & the South Downs too: bathed in glorious sunshine, the likes of which England hasn’t seen in years.  In short, we do holidays as well as we do HR!

During these times, we’ve been swimming, cooking, done some epic walks, paddle-boarding, sailing, not to mention indulging in food, friendship and family along the way. And of course, let’s not forget the spot or two of reflection that comes with the territory of such downtime ….

I know that I’m not alone in the fact that a change of environment and a break from a ‘typical working’ day is always a trigger to start thinking about what I’ve done or not done in the last few months or year. And whilst I’d be lying if I said that there was no negative self talk at all (beating myself up about not doing everything on my ‘list’ is a ritual and activity which has always featured….) , over the years I’ve taught myself to minimise the ruminations and instead think about the steps forward we’ve taken, the impact we’ve had and what myriad of fun plans may take shape in the future. It’a a great way to recognise progress and spur yourself on.

This year I reached the positive stage pretty quickly however, because despite needing a new code for the team in our time tracking to show ‘getting your passport stamped’, during this same time period we’ve delivered some fabulous programmes for our clients, making it one of our busiest (and most enjoyable) Summers ever at HR Hub towers.

I often describe HR as a ‘bit like being a GP’, however the following categories describe just how varied some of the help we’ve provided to our clients:

  • Supported our client’s expand by hiring numerous roles end to end across functions as broad as Finance, Development, SEO, Account Management, Sales, Data and People functions
  • Upgrading the onboarding experience for new hires 
  • Increasing personal and management skills through, training and coaching to multiple clients reaching hundreds of teams across subjects as diverse as new manager ‘bootcamp’ training,  courageous conversations, setting direction, creating a culture of inclusion, financial wellbeing and general mental health to name a few 
  • Undertaking successful due diligence & compliance work for those clients acquiring funding (yep – there’s still a lot of it about despite what you might read this week!) 
  • Resolving multiple concerns team members and managers have had about their work environment, roles and relationships and setting them on a path which is much more constructive
  • And last but by no means least….building confidence in leaders to create their own version of magic in their teams through 1-2-1 support, advice and discussions.

Reflecting on all our delivery these last few months,  we’ve definitely managed to pack in a lot! And whether it’s training or trekking, the stats we’ve collected over the last few months are incredibly motivating in terms of recognising progress. I’m immensely proud of our team for supporting each other and our clients to find the right balance for them. 

If you want to create great memories with your team and could do with a little help and support as you grow and thrive, drop us a line, give us a call on 0203 6277048 or pop in a diary time here.

Auto Draft

Sweet Caroline (Ella, Chloe & Sarina too…)

Or as Franki Valli may put it … ” Oh what a night!”.

I certainly cannot pretend to be a lifelong football fan ( I am one of those ones who watches any big game from behind my fingers for fear that I might accidentally ‘jinx’ them!), however I too was swept up in a swell of pride for our women’s football team last night and am envious of those friends of mine who watched the game live from Wembley in what has become such a historic event. What a well deserved victory. 

Hearing the players interviewed ( and I use the term loosely as such was the excitement that one ran off with the microphone, another was hijacked by the goalkeeper seeking a ‘backie’ and then in what is normally a reasonably-happy-but-sedate affair the whole team interrupted the managers’ press interview to do a spontaneous rendition of ‘it’s coming home’) after their win was like a lesson in the ‘keeping it real’ category: no ‘Oscar’ speeches, no technical breakdown, no explanation of the strategy to us awestruck viewers. Just unbridled joy and delirious excitement from every single person. #nofilter

There is no doubt of the hard work and resources that has gone into this win and every single one of the team has a shining future. But none surely more so than their manager, Sarina Wiegman* who was the mastermind behind their strategy. Whilst football (or any?) managers are often viewed as the grey suited folks behind the sidelines, the whisperer of decisions which can make or break someone’s career, the ones not out there in the field getting ‘stuck in the action’. But Sarina has given a masterclass in what great managers are capable of.

Every move that she made with the team appeared as well calculated as any chess game: no panic, fear of change (the two substitutes she brought on were both the goal scorers), just well deployed use of all the skills her team had in their arsenal that created such magic. This seemingly humble individual has brought with her methods and interactions, such strong loyalty, kinship and motivation that inspired the team to glory.

And let’s not forget the fun they had! Even before the final whistle had blown the team were whipping up the crowd to shout louder for them and show their appreciation and backing against such a strong side. Whilst not in any way sure of victory at that point, once again it showed recognition of using everything at their disposal to achieve their goal. And in doing so, inspired millions of girls at home watching what can be achieved. #lightthespark

With post match parties looked set to continue into the night as the impact of the win was absorbed, who can blame them if there’s a hangover or two in sight tomorrow.

Well done England! (And no pressure chaps as we head to the World Cup later this year… )

Whilst your ‘field’ of expertise and goals may be markedly different to that of a football team, if you want help strengthening your own management skills & finding the MAGIC in your team, drop us a line via, give us a call on 0203 6277048 or pop in a diary time here.

** Definitely one for another day, but if you want an instant lesson in how people view women’s vs men’s football, simply type in ‘manager of the England football team’ and count how many times Gareth Southgate’s name appears vs Sarina Wiegmans. It’s like an instant representation of diversity in football

Pride (and Prejudice)

Pride (and Prejudice)

“’It is a truth universally acknowledged, that a single man in possession of a good fortune, must be in want of a wife”. Oh Jane, we’ve come a long way….

June – the official month in the calendar to celebrate Pride and all things LGBT+ – came to an end yesterday. The global month long celebration, whose origins lie in honouring the 1969 Stonewall riots, aims to raise awareness of and campaigns to achieve, equal justice and equal opportunity for lesbian, gay, bisexual, transgender, and questioning (LGBTQ) communities, is having a an even bigger celebration in the UK this year to mark the first celebration of Pride march 50 years ago.

And they have much to celebrate: in the first Pride event in 1972, it is estimated that between 200 and 500 people took part, however fast forward to this coming Saturday 2 July, when this year’s Pride takes place in London, it’s estimated that there will be approximately 1.5 million people in attendance.

For many this means an opportunity to learn and show understanding and solidarity and promote education on issues which affect the LGBT community. For some, just a party. For others however, it’s an opportunity to celebrate their own life in a totally safe environment. 

So what’s it all about therefore. Let’s have some facts:

  • Just under 1.4 million people in the UK identify as LGBT+ (ONS) – 2.7% of the general population (although unofficial figures put it % anywhere between 2 and 5% of the population)

  • The number of those identifying as LGBT+ in the last few years have been on the increase

  • In 2019 the UK received the highest score in Europe for LGBT+ rights (seeing progress on same sex marriage, civil partnerships, adoptions rights etc)

But whilst progress has been seen and attitudes have shifted in the last 50 years in a more positive way for the LGBT+ community, lest you think that it’s just rainbows and unicorns and there’s nothing to campaign for/ be aware about in 2022, here comes the Prejudice part.…

  • 35% of LGBT staff have hidden their LGBT status for fear of discrimination at work (Stonewall)

  • Over 20% of LGBT+ workers experience discrimination during recruitment and promotion, and over a third worry about possible bias

  • Seven in ten LGBT+ workers have been sexually harassed or assaulted at work (TUC) – that is nearly twice the number for those not identifying

Even if you’re thinking right now  “hang on a minute, that sort of stuff doesn’t go in my business”, take a moment to consider the first bullet point in the list as well and consider what else you could proactively do to make sure that everyone in your team feels supported and safe when they come to work.

Setting an intention to have an inclusive team (rather than just assuming you have one) which is psychologically safe will have more chance of creating one where people can bring their whole selves to work without fear (and certainly without hiding their own status). And being known for this kind of culture is not just good for your attraction rates, but leads to greater innovation, retention and ultimately success within teams. We’d always recommend discussing with your teams themselves and hearing their voices first and foremost on what you can do to promote safety in your teams & create a more inclusive culture, but to help  support your own inclusion of LGBT+ team members, try the following (recommended by Business In The Community): 

  • Explicitly recognise that you have LGBT+ staff in your workforce (and customer base)

  • Review your Policies to ensure that they are not just as generally inclusive as possible but that they are specifically so for the LGBT+ staff and that they are accessible

  • Don’t assume people’s gender, sexual orientation or pronouns

In short, Pride in your teams doesn’t stop in June. And nor does inclusivity. 

If you need a hand reviewing your own framework for diversity and inclusion in your business,  drop us a line via or give us a call on 0203 6277048.

HR Hub People Ops Training: Back By Popular Demand

HR Hub People Ops Training: Back By Popular Demand

If you’re keen to up your game on the HR-front and are serious about creating a workplace where people can do their best & be successful, then it’s no secret that just issuing the right contract or handbook isn’t going to quite cut it!

The right information, skills and insights can…

  • Give you all the tricks you need to create employee MAGIC ™
  • Keep you ahead of the game when it comes to HR
  • Stay compliant with new laws which affect you (& brush up on existing ones)
  • Inspire your team & support their well being
  • Help you build better relationships with your employees
  • Increase your confidence in managing HR without strangulation

The trouble is though, all of this is a lot easier said than done. We know, because we’ve been there!

So if you’re feeling like you’re:

  • Keen to ‘up’ your skills but don’t know where to start?
  • Sinking under the weight of having to do HR without having had anything but on-the-job training?
  • Going to miss something that you should have known?
  • Worried you’re not up to date with employment laws?

Relax, because we’ve got you covered & this could be the training you’re waiting for.

The HR Hub People Ops Training was created for PA’s, EA’s and Office/ Ops Managers just like you: those who are keen to understand the core foundations of HR and People management, learn the tips and tricks used by some of the fastest growing businesses in the UK and discuss the practical ‘Hows’ of creating employee MAGIC ™.

Here at The HR Hub, we are experienced and qualified HR Directors and Business Partners who have worked with hundreds of employers and thousands of employees during our careers helping to do just this.

From hiring to firing and all that goes on in between, we’ve helped SME’s manage their employee’s potential. We’ve seen the good, the bad (and the ugly!) when it comes to managing teams and have learnt the key things which help a business grow.

We’ve been featured in Fresh Business Thinking, City Am and Business Insiders and our clients and former employers feature in both Best Companies to Work for and too many a ‘Fast-track’ list to count. We’ve also worked within multiple Operations roles before.

And now, we’re pulling all of this knowledge together to package it up in a box of learning just for you.

Book my place now!

What you’ll receive during the training

  • Insights, tips and tricks used by some of the fastest growing businesses in the UK
  • Interactive training on what you Must, Could and Should do in relation to the different parts of the employee experience
  • A chance to work through case studies which increase confidence in managing the People function within your business
  • Practical content – including details of our MAGIC ™ framework – which you can use straight away to boost your People function including checklists, resources etc and plan your next three months

What’s included in the Ticket Price

  • Pre-course assessment of your current level of employee MAGIC ™ GAP analysis
  • MAGIC ™ Assessment output
  • Interactive Zoom training session
  • All supporting materials for you to use on an ongoing basis
  • Followup Individual Coaching call with one of our People experts

We’re inviting you to grab a place on our next HR for People Ops Training on Wednesday 13 July,  so you can learn all you need to know about HR to give you peace of mind, hassle saved and time back. #everyonesawinner

Click here to book your place now!

If you want to chat through or have any other queries you’d like to discuss about your team, get in touch today at or by calling 0203 627 7048.

What about sunshine? What about rain?

What about sunshine? What about rain?

When Michael Jackson released the song Earth Day in 1995, many of us really knew very little about climate change. Despite it having an epic chorus that is like a ear worm to this day (I challenge anyone to get to the end of this passage without singing some sort of ahahah combined wailing in their head… ) any message of action needed from the world’s no.1 artist at the time was difficult to hear in the UK above the general sniggers about his recent nose job, rumours about Neverland and Jarvis Cocker upstaging him at the Brits. We’re a charming lot really, aren’t we.

27 years later, although most remain skeptical about receiving lectures on action needed by us all from reality and pop stars alike, there’s no mistaking that the environmental movement has turned a corner and there’s a genuine recognition of the action we need to take to secure the future of the planet. Earth Day today – 22 April – not only marks the anniversary of the birth of the modern environmental movement, but is an organisation whose aim is to diversify, educate and activate the movement worldwide, recruiting people to the movement right, left and centre. More specifically, it aims to mobilise those in the race to reach net-zero greenhouse gas emissions by mid-century.

It can be overwhelming to think about how ‘little old me’ can affect any change on a cause and issues so monumentally massive as climate change and sustainability – standing out as Frog-enstein on any to-do list – let alone to start to think with my ‘leader’ hat on about what you can do as a business to join the race. But just like any other mountainous goal that threatens to overwhelm us when looking at it from the bottom, the key is to take it one step at a time

Corporate and Social Responsibility (CSR) is growing up. No longer the preserve of a policy which only sees the light of day when an RFP is required, smart business owners & teams are realising that it’s key to their future prosperity and environmental wellbeing too. And so as you iterate your future plans, scan your office and chat to your teams in various All Hands, make room on the agenda for how you can get more sustainability into your business.

And your teams will help, so you will not be alone in this. No-one expects miracles from their leaders, but a survey by Unily and Censuswide in 2020 found that almost two-thirds (65%) of employees said that they were more likely to work for a company with strong environmental policies. So give people a chance to get involved and help drive the positive changes they want to be part of.

This year’s focus on Earth Day is a clear one: Invest In Our Planet. From individuals to corporations and those in between, it encourages everyone to look to see what we can contribute to the global good by putting our money where our mouth is.  Travel used to be one of the biggest sources of impact that business had in relation to impacting the environment, however with less people on the move both locally and internationally, it’s easy to see why many will be scratching their heads thinking, what can I do?

There are many ideas you can find on the EarthDay site which relate to personal action you can take – from armchair hashtagging right through to investing in innovation and sustainability in various forms and organising your own events –  but below, we’ve listed some simple ways that SMEs can add to their current green efforts that go beyond recycling the printer cartridges:

  1. Switch your search: try downloading Ecosia as a search engine rather than using Google.

  2. Netflix with a twist: encourage individuals to sign up or sign up as a business to Ecologi – possibly the world’s most eco-friendly subscription service?

  3. Give the gift of time: allow people some time off to invest in their own knowledge in what they can do to adopt more sustainable living or volunteer to contribute to their community

  4. Clean up: Encourage environmental wellbeing of your team by organising or joining a local clean up

  5. Charge up your benefits: Expand your salary sacrifice schemes to cover electric cars

We’re definitely not going to be able to promise to deliver net zero anytime soon, but if you need a hand getting your team more engaged behind your sustainability goals or understanding how benefits can help,  drop us a line via or give us a call on 0203 6277048.

#InvestInOurplanet #WhatWillYouDo #EarthDay #EarthDayEveryDay #ClimateChange #Environment #Sustainability #TakeAction