Victoria Muir

HR professionals, it’s time to benchmark your worth and stay ahead in the evolving world of HR. Our latest UK HR salary guide is packed with exclusive insights on compensation trends, market shifts, and the skills driving the future of HR. 📗How does your salary compare? 📗What are the emerging trends in HR hiring? 📗Which skills are in highest demand? Whether you’re hiring or planning your next career move, this guide is your essential tool for navigating the HR job market in 2025 and beyond. Download now: https://lnkd.in/gDFV4nYV #FrazerJones #HR #UK

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The secrets of high performance have been revealed 👀 MHR surveyed 1,500 HR, payroll and finance professionals and 150 executive leaders to find out what high performance means to them. And the results are shocking! Download the full report to discover: ✅ The 10 key drivers of high performance ✅ Unexpected areas where employees and leaders clash ✅ Why leaders are anxious about the future - and employees are more optimistic

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HR was never meant to be just administrative.   But are you still treating it that way?   The world of work is changing fast and HR leaders who don’t evolve risk becoming irrelevant.   Our latest ebook, 𝟏𝟎 𝐃𝐢𝐬𝐫𝐮𝐩𝐭𝐢𝐨𝐧𝐬 𝐭𝐡𝐚𝐭 𝐜𝐨𝐮𝐥𝐝 𝐝𝐞𝐫𝐚𝐢𝐥 𝐲𝐨𝐮𝐫 𝐇𝐑 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐢𝐧 𝟐𝟎𝟐𝟓, is your essential guide to what’s ahead—and how to stay ahead.   📌 Here’s what Nikhil Morade, Global Head – HR Tech & Shared Services at Cipla, has to say about the future of HR and why reinvention isn’t optional anymore.   📥 Grab your copy now: https://lnkd.in/gDTHHFS9   #HRStrategy #PeopleStrong #FutureOfWork #Disruption2025 #CHROInsights #WorkplaceTransformation #ebook #HRLeadership

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🚨 Payroll leaders: The UK just rewrote the data rulebook. The Data (Use and Access) Act 2025 changes how you collect, store, and process employee data. 👉 Miss a step, and your payroll could be non-compliant overnight. Read the breakdown https://lnkd.in/evvavRw5 #PayrollCompliance #UKDataAct #GlobalHR #DataPrivacy #HybridWork #HRLeaders #PayrollManagement #EmployerOfRecord #HRCompliance #InternationalBusiness

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As boards and promoters become more impatient and want to fast track results: commercial, processes and people, CEO's are finding the hot seat getting hotter. For first time CEO's the challenge is greater and more nuanced. Working with Bhavya Pabby, our latest article uncovers the potential hurdles that the first time CEO is likely to face. And what (s)he should be mindful of in helping pivot to success. #CEO #LeadershipTransitions #SuccessionPlanning #LeadershipMindset #LearningAgility

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It’s always a pleasure when Matt Brooks HR Network - MBHRN and I host our quarterly reward and HR director dinner. We had an excellent evening of conversation. What did we learn? 1. It’s too early to say whether the (one year in) revised Investment Association Principles of Remuneration will lead to better outcomes for shareholders. Currently we can see some new approaches to remuneration (and some higher pay). But the data informing whether these will be reflected in higher shareholder returns is not yet available. 2. There is a question as to whether higher returns for shareholders are a necessary outturn from the current policy interventions. Arguably, the need for higher pay is now priced in if there is is a US dynamic in dominance for an organisation. Whether it produces a better stakeholder outcome is a different (unrelated) issue. 3. The budget was not a budget that HR and reward professionals could do much with. Changes announced today which take effect in April 2029 (for example) have not been announced to precipitate responses from employers - to suggest otherwise is silly. So, what an odd budget it was… 4. The real learning from this budget was what the impact of pre budget noise and lobbying results in. There was a lot of work conducted behind the scenes to make this budget as business friendly as it could be. 5. The use of AI in reward is real. It is changing how reward is done. In fact, it is adjusting how jobs are performed and what people are expected to do. Anyone who does not appreciate the scale of this change is on the wrong bus… But does anyone have the answer to the skills gap the use of AI creates? Thanks to all of our attendees. Jessica Norton, Rupert Wilder, Solomon Edwin, Rob Worrall FCIPD, Andrew Ninian, Fozia Raja, Benjy Sanford, Jessica Smith, Simon Bridges. And just a shout out to Matt Clark who we missed, but will haul along to our next one. We have plans to hold four in 2026. Do reach out if you would like to attend. We love the debate a room of HR and reward professionals creates and consistently enjoy our time together. And I forgot to take a picture. Useless. Nora Sherman would never have let it happen… Thanks as always to the The Walbrook Club for hosting us. Nice to see the Christmas decorations up!

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For interims, knowing when to leave an assignment can be just as important as knowing how to deliver it. In his latest article, Ethan Burridge explores the signs it might be time to move on, from recognising when you’ve delivered all the value you can, to ensuring your exit protects your reputation and leaves your client set up for success. It’s about making the right decision at the right time – and leaving in a way that opens doors for future opportunities. Read the full article using the link in the comments #InterimManagement #Leadership #CareerDevelopment #TileHill

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Lately, I’ve been struck by how often we’re now being asked to recruit Chief People Officers for private-equity-owned organisations. A few years ago, it was a rarity, or if a PE-backed business did want to hire an HR Leader, it was usually a much more operational role. Why the shift? Three things stand out to me: - Value creation mindset: Private equity now recognises that people strategy is just as critical to value creation as capital strategy. The​y recognise that a CPO is a core partner to the CEO and the​m​, the investors. - Post-COVID facelift for HR: The pandemic transformed HR’s reputation​ everywhere.​ Any savvy Boards and investors ​have a focus on culture, retention, talent, organisational design and performance; ​a​ll sitting very much in the CPO wheel-house. - Speed of change: PE-backed businesses are usually on compressed growth or turnaround timelines. A strong CPO ​obviously helps them align the people agenda quickly and decisively. ​W​ith this in mind, we are co-hosting a small boardroom lunch in November for 20 CPOs specifically in private-equity backed business. ​We have a handful of spots left, so if you are a CPO in a PE-owned organisation, please comment below or message me privately to receive an invitation.

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💬 Why Emotional Intelligence is Crucial During the Outplacement Process Redundancy is never easy... For those leaving, it can bring fear, frustration and uncertainty. For those staying, it can mean guilt, confusion and anxiety. And without care and compassion, morale, trust and culture can take a lasting hit. That’s why a high-EQ approach to outplacement makes such a difference. It’s not just about delivering news... It’s about how you say it, how you listen, and how you respond to what’s not said. In today’s article by Therese Procter ChCCIPD FRSA (LION), we explore: ✅ How emotionally intelligent facilitation preserves dignity and protects culture ✅ Why using external, neutral parties can reduce emotional strain on managers ✅ The role of tone, timing and language in de-escalating difficult conversations ✅ How remote redundancy conversations demand even more EQ In an AI-assisted workplace, human empathy is still the one thing technology can’t replicate. ...And in outplacement, it’s the one thing you can’t afford to leave out. Read the FULL article in the comments below! 👇 #EmotionalIntelligence #Outplacement #HRStrategy #EmployeeExperience #Leadership #OrgShakers

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Senior managers, heads of department and Board directors are sometimes tolerated in the workplace despite their poor performance. In his article for theHRDIRECTOR, Vedder Partner Jonathan Maude explores ways to make it easier for HR teams to sack underperforming managers. Read the full article here: https://bit.ly/4a6LSzh

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Still stitching together spreadsheets and chasing down reports? There’s a smarter way to get the answers you need, without the manual work. Meet Deputy Analytics — clear insights, quicker decisions, better outcomes. ✨ Track workforce performance at a glance with interactive dashboards  📊 Spot labor cost-saving trends with powerful visualisations  ⚙️ Use ready-made templates or customise reports to fit your needs  ⏳ Automate report sharing and save hours every week Real answers. Less effort. Built for shift-based teams. Unlock the power of your workforce data: https://lnkd.in/g7CMz-Zz #BuiltForHourlyWork #DeputyAnalytics

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HR documents shouldn’t feel like a scavenger hunt. But when workflows are scattered, HR teams spend hours chasing down forms, signatures, and approvals, time that could be spent supporting people and driving impact. New IDC research reveals the real cost of disconnected HR processes and how document automation helps teams work faster, smarter, and with less frustration. Download the research for free: https://okt.to/YuKQra

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