Robbie Clark

Listen back to Episode 10 of the HR People Pod: A CIPD Employment Rights Bill Special ⭐ The UK Government has unveiled the most significant overhaul of workers' rights in a generation. But what does this mean for employers and people professionals? Our expert panel unpacks the key changes introduced in the Employment Rights Bill, including: 🔸 Scrapping the two-year qualifying period for unfair dismissal protection 🔸 Reforming probation periods 🔸 Ending exploitative zero-hours contracts 🔸 Introducing the Fair Work Agency, a new single enforcement body Joining CIPD Director of Profession - David D'Souza, are: 👥 Melanie Steel, FCIPD – HR Director and interim people & transformation leader 👥 Gareth Neale – Head of HR, Crimson Hotels Limited 👥 Oonagh Johnston (FCIPD) – Group People Director, Vesty Holdings Limited 👥 Carl Quilliam (MCIPR) – CIPD Public Affairs Manager Listen back here: https://ow.ly/kuy350TN1T1 #CIPD #HR #People #Podcast #Employment #Law #Update

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Did you catch the latest HR People Pod: A CIPD Employment Rights Bill Special ⭐? Our expert panel unpacks the key changes introduced in the most significant overhaul of workers' rights in a generation ⬇️.

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Did you catch the latest HR People Pod: A CIPD Employment Rights Bill Special ⭐? Our expert panel unpacks the key changes introduced in the most significant overhaul of workers' rights in a generation ⬇️.

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**Today is #WorldSuicidePreventionDay.** We all have a role in supporting mental health. A simple check-in or listening ear can make a world of difference. If you’re struggling, please know you're not alone—help is always available. Together, we can create a world where no one feels alone in their pain. #YouMatter #MentalHealthMatters #SuicidePrevention #SupportEachOther

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I wanted to share and express my immense gratitude for having had the chance to work alongside Joanne Matthews for the past four years. Seriously, she's been a game-changer. Working with Jo has been like a crash course in leadership done right. She's not just about talking the talk; she walks it too. Her authenticity sets the vibe for our entire HR team and the organisation – it's infectious. Jo's not your average CPO or leader. While these photos are memories of some fun and great times over the past four years, there's also been a lot of hard and impactful work. She's done some truly incredible stuff in her time at Michael Hill - she made her way through managing COVID, implemented new systems, dealt with all the challenges of HR and people transformation, has shaken up the norm, you name it. But what really stands out is how she listens, really listens, and then acts on it. She genuinely cares, is all about opening doors, doing things differently, influencing wisely, and pushing us to think beyond what's comfortable. And her feedback? It's been like rocket fuel for my growth, giving me the confidence to think big and run wild (well, until someone tells me to stop!). I have grown so much as a HR professional, as a leader and as a person with Jo as my leader. So, here's to Jo and her next adventure! I couldn't be more proud of her, and I know her new team at Collins is in for one heck of a ride. #HRRocks #Grateful #ChiefPeopleOfficer #ChiefPartyOfficer #CheersToLeadership

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Day 17. I'm growing my moustache for Movember to help continue awareness of prostate cancer, testicular cancer and men's mental health. Here's where we as men can do more for our mental health. Often, we don't recognise when we've been triggered and might be heading into a mental health challenge. We don't have to know our triggers, but we have to recognise when we are triggered. When we know we are triggered, we can choose how to act next. But what is a trigger? It's the thing that happens before you feel that change in your thinking or your emotions. You don't just get frustrated, something had to have happened for you to feel that in the first place. You don't just get defensive, something had to happen for you to be defensive. You don't just be annoyed, something had to have happened first. You don't just feel sad, something had to happen to lead there. This isn't about alpha male nonsense, or stoicism writ hard. This is about having better self-awareness of when things aren't right, and when things aren't right, we can do more for ourselves.

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🎓 CIPD Level 5 Associate Diploma in People Management! 🎓 What a journey it’s been to achieve this certificate! 🚀 behind the scenes: 🌟 Starting at Represent: 🌟 Back in January 2023, I joined REP in a brand-new role as an HR Manager. With nearly a decade of HR experience under my belt, I’d never specialised exclusively in HR. (Fellow EA's from SMEs, know what I mean—our versatility knows no bounds!) I understood the practical side of HR—policies, procedures, and day-to-day team support—but I wanted formal learning. 📚 Taking on the CIPD Level 5: 📚 In March 2023, I embarked on the CIPD Level 5. Balancing work and extra studies is always a challenge, but at Represent, it’s next level 🚀 We never stand still. Picture 12-hour days and weekends dedicated to assignment deadlines, all without ever missing a session at the 247 gym! 🌱 Qualification vs. Experience: 🌱 While qualifications aren’t everything, they do complement experience. Drive, relentless learning, and a hunger for growth matter just as much. Before I finished my course, I was promoted to Head of HR - Thank you Paul Spencer 🙏 🔍 Solidifying My Seat at the Table: 🔍 This certificate isn’t just a piece of paper, it’s the perfect complement to my knowledge. It solidifies my place at the decision-making table. 🙌 I’m proud of time and dedication I invested to achieve it. 🚀 The Mission Continues 🚀 It doesn't stop here, I still attend webinars, CIPD events (finally meeting my course mate Cerys Cross), HR Forums and network with like-minded people professionals. Learning never stops ✨

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Today is my first diarised development day. A scheduled date in the diary to take some time out and focus on my personal development whatever that may look like which is a concept that feeds straight into my constant love of learning. This month I have chosen a corner in a quiet Starbucks to read a book that’s been getting dusty on the shelf for too long and learn some new approaches to how I can coach the leaders I work with to be the best and get the best from their teams #personaldevelopment #radicalcandor #neverstoplearning

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One of the things I've loved most about settling in with the Ascential – Part of the Informa Group team is the inclusive learning opportunities. One of our ERG's held a session this morning reflecting on World Menopause Day, with some really thoughtful and honest conversations around how we can better manage symptoms in the workplace and be an ally to those around us. Menopause is a natural life stage that affects half of the world's population, but it's not something I've ever heard addressed in the workplace. World Menopause Day was established in 2009 to break stigma, and encourage open conversation about menopause. How can you support your employees going through menopause? 👉🏻 Set up a policy that shares the process for getting a reasonable accommodation or flexible options for those experiencing menopause symptoms that interfere with work. (Ascential has one!) 👉🏻 Educate yourself about symptoms to better understand what your colleagues might be going through and respond with empathy. 👉🏻 Keep communication open to build a strong team culture. Having a good relationship with your team will help them feel comfortable coming to you to discuss concerns and collaborate on accommodations that work for everyone. Learn more: https://lnkd.in/dNXeNjHm Today is just another reminder that providing access to medical resources and factual information about women's reproductive care is the best way to support women at every stage of life. Protect that care with your vote on November 5th. ✌🏻

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❤️YOU ARE NOT ALONE❤️ This World Suicide Prevention Day, let's remember that sometimes the hardest words to say are the most important. Talking about difficult feelings, including suicidal thoughts, doesn’t have to be scary. A recent poll revealed that only 45% of people feel comfortable discussing suicidal thoughts with family and friends, compared to 74% who feel comfortable talking about mental health. Suicidal thoughts are more common than many realise, with 1 in 5 individuals experiencing them. There may be ways to recognise the signs that someone may be struggling with suicidal feelings. These may include distancing themselves, expressing feelings of worthlessness, hopelessness, or being trapped, losing interest in activities they once enjoyed, and finding day-to-day tasks challenging. Let's work together to raise awareness, support each other, and end the stigma surrounding mental health and suicidal thoughts. #WorldSuicidePreventionDay #MentalHealthAwareness #EndTheStigma

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Menopause brain! It was so interesting to see brain scans of women gong through peri-menopause being discussed over the weekend. There are physical changes as hormone levels change. As someone who can no longer complete a sentence or simple task without struggling, it was a relief to see it not in my imagination. We are not going mad, we are not 'past it' - the physical and mental impact of peri-menopause symtoms can be crippling - in my experience, brain fog is the most cruel. The hardest to deal with. From an all-synapses-firing, energised, multi-tasking employee to feeling overwhelmed, useless and quiet franktly, embarrassed, because you are 'not yourself'. It is tough. So this is a plea - to those of you struggling, please talk about it. Do not try to be brave, do not hide it. You are suffering and struggling. Your support network and your employer need to know. To employers - please be aware and understanding. These women are knowledgable. These women add value. Do write write us off. Do not ignore our requests for help. They may be small or dramatic, it may be hidden in words such as 'I am too old' or 'It's a bit overwhelming'. There will be signs. Don't ignore them. (The BBC reported earlier this year that'23% considered resigning due to the impact of menopause.' I suspect most will not due to financial pressures.) And to wider society - be kind. These grandmothers, mothers, partners and daughters are to be cherished.

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As we raise awareness of Men's Health Week, let's take a leaf out of Snow White and the Seven Dwarfs' book. By fostering a culture of openness, support, and understanding, we can create a world where everyone can live happily ever after, with strong physical and mental health. Here are some takeaways inspired by our fairytale friends to support Men's Health Week: -Just like the dwarfs accept each other's quirks, we must embrace and support each other's health journeys without judgement. -Whether you're Happy, Grumpy, or Bashful, expressing your feelings and concerns is key. Communication is a powerful tool. -From Sleepy's need for rest to Doc's wisdom, taking care of your mental and physical health is fundamental. -Don’t hesitate to reach out, whether it’s to a friend, a loved one, or a professional. Snow White's supportive nature is a reminder of the impact of a strong support system. -Like Dopey, finding joy in the little things and maintaining a positive outlook can enhance overall health. Remember, even in a fairytale, the heroes need a helping hand. Let’s be that hand for the men in our lives. 💙 #MensHealthWeek #SupportEachOther #BreakTheStigma #FairytaleWisdom

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Going global with your Early Careers strategy can help you identify new opportunities, increase efficiencies, and improve business and hiring processes. Scaling from a local to global Early Careers strategy may feel like mountains need to be moved. We’ve got a roadmap for the route. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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Hi Men of LinkedIn, Sup? Today is World Mental Health Day, and this is me saying I know how important it is for men to discuss how they're doing. Here's what I do to help my mental health regularly. I'm a sociable guy, so find it easy to talk to most people. But I'm only vulnerable, actually vulnerable, with a few people. With those who I know can listen to me and hear me. Sometimes that's been a therapist, mostly it's been friends who I can really open up to. Having those friendships is a massive privilege, I completely understand that. I know there are men who don't have those friendships. It takes time to build that kind of trust with 1 person, let alone new friends. Over time, I've paid more attention to people in my life who are there for me. Who ask me to be in their life. Who ask about my life. Who want to know me. Those people who don't make those efforts aren't people I give anymore time for than they give me, and I don't reveal personally. I journal regularly. Mostly I do this as an audio journal. Whatever I'm thinking about or feeling I say and talk through. It's how I make sense of things for me, and it helps me to process things either that are front of mind, or things I didn't know I was thinking or feeling before I started journalling. I make regular time for myself to do things that I enjoy. Sometimes that's with others, and sometimes it's by myself. I'm very comfortable in my own company because I've learned that what I enjoy doesn't have to be what others enjoy. I've learned over time that emotions are vital to what it means to being human. We can't control or stop being emotional, and men feel and express emotions differently to women, and that's ok. We can learn what our emotions mean for us individually, and that's the real work. It's continual work. Everyday I'm aware of what I'm feeling and what I need balanced with doing supportive things. Routine is important. For most of us, idling time isn't something we've learned how to deal with. So, things like regular work, maybe an exercise routine, maybe seeing friends and family at certain times, maybe regular mental health activities, any of this and more can be helpful for just regular resilience and wellbeing. Importantly for men, I've learned I don't have to respond to things on social media. There are many times I will see a post and feel that urge to chime on in. But in most occasions I don't need to. I just accept it's not something that I agree with, and hold onto the possibility that there is learning for me to do to be better informed. The above is what I've learned works both for me personally, and for people more generally. Everyone is on their own path, and we've got to do the personal work to build our own mental health. Men of the world, I hope this helps.

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For those who think that the best and ideal way to get rid of an employee that you don't like or non-performing, by moving the person from one department to another, one company to another within the group and hoping that he/she will get frustrated and leave the company, know that it is very risky. You may have been getting away from it's consequences so far. But that's because probably that employee doesn't know the law or doesn't know someone who do. But it doesn't mean you will always be that lucky to escape. Do know that it may backfire as the employee can file a case against the company for constructive dismissal and make lots of money from this avenue. This can be very painful for the company/employer but very sweet for the employee/claimant walking away with a big lump sum of money or even become a millionaire overnight. Unfortunately not every bosses believe that an employee should be managed out the proper way if he/she is not performing or has attitude problem, or for whatever reason. Hence there are more and more employees making money from this way from the employer. If you think compliance is a waste of time or expensive, try non-compliance. We all have a choice.

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With the proposed changes to UK Employment Law by the new Labour Party (UK) government workplace culture has never been more important. Not only do employers have to ensure legal compliance, but there's also the increased requirement to ensure employee voice is part of HR strategy. After all, why would you want to spend up to 300% of an employees salary on replacing them? Big answer is...you don't. Listen to the people you thought could add to your business. Watch this video, drop me a message, and let's talk... https://lnkd.in/eFNMrRcp

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Don’t underestimate the value of HR within your organisation 👏 Whether you call it HR, People and Culture, or People Services, they should play a pivotal role in all aspects of business operations, from guiding and supporting through change management, assessing and developing organisational design, driving forward high performing teams, and improving culture and wellbeing, just to name a few. 🤝They are the glue that holds together the alignment between the business strategy and the people initiatives, driving forward a truly holistic approach to any organisation.

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