There has been a 41% increase in outsourcing services since pre-pandemic in 2019, and business process outsourcing, which includes outsourced HR, is one of the areas expected to see a substantial rise...

Evolving the HR operating model is a strong calling for the people profession and not, as some might have you believe, more HR for HR’s sake.

It’s time to talk about the tough subject of change. Few like it, but it’s inevitable. It surrounds us. It’s everywhere you look. And right now, work is changing fast.  

As HR sheds ways of working from the past, agile HR is emerging as a new paradigm. But what does it really mean? And what does the profession need to make a change?

In the final part of the first instalment of this series, I left readers to ponder three things, one of which being a departure from three verticals in the existing dominant business partner model.

Wherever I turn, whoever I speak to in HR roles (be they in talent acquisition right through to organisation development, change and engagement work) I see and hear the same thing: We’ve never been...

Imposing big changes on workers will naturally be worrying for them, but with the right preparation, employees can be reassured and concerns overcome.

Outsourcing HR functions is one way for businesses to manage high intensity workloads, as property developer St. Modwen found.

At Naftogaz, the national energy company of Ukraine, the day-to-day responsibilities of our HR department aren’t much different than any other 50,000+ employee organisation.

Interest in remote HR jobs has shot up over the past two years. But can the people function work as effectively outside the office?

While every individual and organisation has faced unique hurdles in the last 18 months, there are common learnings that can help us all move forward and build a better future of work.

Plans to return to the workplace after the UK’s third national lockdown are unclear leaving HR teams with more questions than answers.