Jo is someone that a number of our team have known at different stages throughout her career. She is a highly experienced Director of People & Culture, driving a market-leading company on culture and people; developing and implementing HR strategies in a variety of different remits; and with a strong track record of delivering people value. We were delighted to spend some time with Jo and find out more about her and her successful career to date.

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What attracted you to a career in HR?

In simple terms… The People!

Sometimes working in the People Team can be hard; but it can also be extremely rewarding, doing my best to support our biggest asset – our people. I love the opportunity to influence innumerable aspects of the business and assist in the development of its employees, and play a part in influencing strategic business decisions. I love the opportunity to make people’s working lives better, even in a small way.

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Who or what have been the most important influences on your career?

I would have to say I’ve been extremely lucky and had the pleasure of working with many inspirational leaders, team members and people. Some have mentored me, inspired me to push myself out of my comfort zone, given me the opportunity to develop and recognised my strengths. All these people encouraged me to step towards this sector.  It’s great to say my journey and achievements are not down to just one individual but many great people I have come across in my own personal journey.

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The role of HR professionals has been critical for businesses following the challenges of the pandemic and changes within the economy over recent years. What have been the biggest challenges you’ve faced and how have you adapted to overcome these challenges?

One of the biggest challenges we faced during COVID-19 was the scope of the disruption and the pace at which it changed, literally overnight. I recall the word on the street became ‘unprecedented’ and the function of the People Team and its purpose changed in terms of taking the lead and the wider team looking at us with a ‘what do we need to do’.

One of the major challenges was how we kept employees engaged and productive. The culture changed with a huge shift in the working environment with people working from home and away from the office and teams; it became all the more imperative for HR Professionals to design engagement programmes which would work in the new work culture with virtual teams and virtual offices becoming the norm. I would also say the focus was on ‘employee wellbeing’ and making sure every single person got the right support in the right way and understanding individual need, not just for them but their families.

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Employee Value Proposition is something we’ve talked a lot about recently with HR professionals. What do you believe are the most important factors to consider when creating an Employee Value Proposition?

I would say our working environment plays a critical part and evolving with the new ways of working, with an open mind to a flexible approach, demonstrating as a business we support our people to get the right life-work balance. I think keeping ahead of the game on what is ‘the word on the street’ and ‘what’s in demand’ in terms of candidates and what is attracting and retaining the top talent to make sure as a business we have the competitive edge.  I would say, not one size fits all, consider what attracts different audiences.

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What has been your biggest career achievement to date?

Given the opportunity to work within the HR sector/team and recognised by the senior team of my capabilities and value I could add, resulting in me being invited onto the Executive Team as Director of People & Culture, let’s not forget all the great relationships and network I have built along the way.

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If you could give your 21-year-old self one piece of advice what would it be?

Nothing is out of reach! Go get it…