HR Star, Rodney Road, Cheltenham (2026)

30/10/2025

I don't think we’ve spoken to a single client (and potential client) this week who doesn't care about their people.

You already know...

✅ Your company values are crucial for a positive work culture.
✅ Investing in the well-being of your people is what creates successful businesses.
✅ How important it is to have all your people processes (including career progression, documentation, L&D, and legal admin) in place.

And you appreciate it’s an on-going process you’ve already started, you just need someone to help you continue to elevate and execute it.

Someone who has the time, knowledge & experience to support you in making the best decisions for your people AND implement those strategies on your behalf.

HR Star wasn’t created to work with founders who don't get the very obvious truth above.

And if you don't care about your people enough to know they matter, quite frankly, you shouldn't be running a business.

27/10/2025

Your people experience is a product - it’s either making or losing you money. 👀

Business owners are always laser-focused on their numbers: how many products you need to sell, your revenue targets, your growth goals. But how often do you think about the people experience as part of this equation?

With our clients, we’ve been diving into revenue per employee through the lens of creating better employee experiences.

Everyone’s talking about the need for high-performing teams, but it’s not just about attracting top talent… but retaining them too.

If you know you can generate X amount of revenue per head, that’s great. But it’s also easy to think that if you just keep adding heads you’ll magically watch revenue grow. Wrong.

Those people will only generate revenue if they’re having a great experience at work.

We talk about engagement like it’s something fluffy. It’s not.

It’s as fundamental to your bottom line as your clients. 👏

23/10/2025

The most difficult part about becoming B Corp certified is the fact you can’t do it on your own.

It is something you have to get your whole team involved in.

Because it’s about changing the way you operate as a business. And you can’t possibly do that without bringing them in on that journey.

It’ll impact their time, communication, business goals, and you might even have people on your team turn around and ask why?

Which means you’ve got to have a really strong answer for that question otherwise you’ll never engage your team in the process.

Becoming B corp certified, for the right business, is an incredible journey - but it’s not one you can do on your own.

Be intentional about it, or don’t do it at all. 👏🏼

If you’d like to inquire about working with us to help you through your B Corp certification, send us a message. 🙏🏼

20/10/2025

If you’re serious about having a people-first culture, it’s not something that can be done overnight.

You can’t just hire an HR Director and expect them to work literal miracles by themselves.

Building a culture is hard work.

You’ve got to look at the employee life cycle and how each process feeds into the other to keep a positive work culture growing…

🔁L&D planning.
🔁Reward & recognition.
🔁Salary structures & banding.
🔁Well-being.

You need an entire team of HR experts to ensure each piece runs smoothly and troubleshoot the inevitable issues that arise as you grow.

If you want a powerful EVP through creating a people-first culture - you’ve got to be willing to put the time, energy and investment into making it so.

There’s no such thing as overnight success OR a miracle-working HR director.

I mean we come pretty close, but we are an entire team of HR experts so… 😅

16/10/2025

We truly believe recruitment needs a holistic lens.

When we manage recruitment for clients we do it really well - and that’s because we work so closely with our clients.

As people partners, we’re already deeply embedded in our clients’ cultures. We’re the ones who helped shape their values, structure their teams, and design the roles they need.

This means we don’t just know what skills are required – we understand the “why” behind each position and how it impacts the entire team.

For example, we recently worked with a client looking to hire a new director. Because we’d been in the trenches with them, mapping out their organisational structure and strategising growth, we could jump right into the search with confidence.

We knew exactly what kind of leader they needed and how this person would fit into their culture – something a typical agency just wouldn’t be able to capture without that context.

And this approach is paying off. Just this week, Isa filled several senior roles for another client seamlessly because of the close partnership we have with them. And the feedback? Fantastic! 🙌

For us, recruitment isn’t a separate service – it’s an extension of the people support we already provide.

We’re 100% invested in seeing these businesses thrive, and that makes all the difference.

To inquire about getting recruitment support to find the best people for your team and business, send us a message.

13/10/2025

We wish more founders knew that you can give more when you’re doing less. It’s time to outsource if you’re serious about providing the best people experience for your team.

09/10/2025

A few years back, we worked closely with a fantastic client who unfortunately had to scale down and pause our support due to cash flow issues.

We get it – businesses go through ups and downs.

Last month though, one of the founders reached out, asking if we could come back on a project basis to help with their annual performance reviews. They told us how happy they’d been with the support we’d provided in the past – and knowing that our work had made a lasting impact was honestly a great feeling.

It’s not easy when clients have to step back, but when they come back, you know it’s because they genuinely value what you bring.

As we reconnected, he shared some pretty big challenges within the team, especially around conflicts among the founders.

It was clear how emotional and draining it was for him, an all-too-familiar experience for many founders I’m sure. I could see the stress on his face, so I suggested a plan to help:

1️⃣First, we’d run wellbeing check-ins to address underlying tensions.
2️⃣Then, we’d facilitate a workshop to clarify roles, expectations, and how success would be measured.
3️⃣Finally, we’d create a solid process to help manage these issues as the company grows.

By the end of the call, he looked like a different person – relieved and confident that we’d nailed exactly what he needed. He even said, “I can’t believe you understood my situation so quickly.”

It’s a reminder that sometimes founders just need someone to listen, guide, and offer structure.

Because like we always say, you cannot do this alone. And you shouldn’t have to. 👏

06/10/2025

When we hear a founder say, "We’ve got a great culture, everything is great," we always ask:

⭐How do you know?
⭐Are you truly listening to your people?
⭐Do you have open, honest communication?
⭐Have you built strong relationships with your team so they feel comfortable sharing their experiences?

The truth is, some of your people might be okay, others not so much, and some are probably in different stages of disengagement.

If you're not actively working to create a great employee experience, you won’t have a positive, engaged team.

Kelly's 'Founder to Founder' sessions offer 1:1 support for founders who care deeply about their people but can’t manage every aspect alone, providing practical strategies, personalised guidance, and help uncovering blind spots.

If you’re interested, send us a message!

02/10/2025

Lately, we’ve been doing a lot of mediation between team members for our clients, and honestly, we love seeing this shift.

Instead of going down the formal route of “someone has to go,” more clients are focusing on resolving issues and working things out.

And that’s smart.

When you’ve got good people on your team, you want to hold onto them. It’s tough to find great talent, so why risk losing them over something that could be solved with a bit of communication?

Over-complicating the process or making it cold and formal only escalates things. Worst case, it can lead to grievances or even a judicial hearing for unfair dismissal—neither of which are outcomes anyone wants.

So we have come in to provide an unbiased, impartial perspective to help both parties work better together. We’re running leadership coaching alongside it, asking the right questions, and figuring out what each person needs to feel more supported at work.

The truth is, people often struggle to give feedback or have difficult conversations, but having someone there to facilitate in a positive, constructive way is invaluable. When we’ve done it before, it’s worked wonders because, more often than not, these issues boil down to a breakdown in communication.

If you're an employer willing to invest time and effort into this, 9/10 times you'll see real rewards.

And from an employee’s perspective, knowing your employer genuinely cares about your happiness and support at work? That’s powerful.

It’s not about pointing fingers - it’s about making sure everyone’s heard and working together to find a solution.

29/09/2025

Real flexible working looks like:

👉 Letting your team work from 5am to 1pm if they're a morning person.
👉 Letting your team work 7 days a week if they've got kids to take to Football on Wednesday afternoon.
👉 Letting them work from where they feel they're most productive.
Flexible working isn't about whether or not you 'let' your team work from home - it's about understanding that work isn't life; it's just a part of it.

Luckily, we already work with founders who don’t need the above explained to them. 👏

25/09/2025

Scaling your business while maintaining a positive team culture is tough.

Scaling brings change. What works in the early days won't be as effective when you have more people. With a smaller team, it's easier to have in-person regular communication, share information, and review performance. But as you scale, you need more structure.

When we support clients with their growth plans, we talk about being flexible within a framework. You have to be more intentional with your people processes and culture as you grow.

Here's a quick checklist of actionable steps to help maintain your culture while scaling:

1️⃣ Establish clear communication channels by ensuring everyone knows how and where to communicate.
2️⃣ Implement regular performance reviews. Keep track of individual and team progress.
3️⃣ Foster a positive culture by being intentional about your company values and how they are upheld.
4️⃣ Create a structured onboarding process to help new hires integrate smoothly. Be flexible within a framework so that you can adjust as you scale.

Scaling your business doesn't mean losing your culture. It means adapting and being intentional every step of the way.

22/09/2025

A high churn rate isn’t just bad for your Glassdoor reviews, it impacts your client retention too.

It goes something like this…
♻️ Employees leave due to a poor experience.
♻️ Clients get frustrated with constant changes in their account managers.
♻️ They feel new team members don’t understand their needs and leave.
♻️ Result: lost clients, increased rehiring costs, and a massive revenue gap and your reputation damaged. Yikes.

If you don’t invest in your people having the best experience with your company, you can forget about being able to deliver to clients.

It’s all about relationships. Think about how John Lewis is renowned for their exceptional customer service. It’s because their people are well-valued and rewarded to meet high expectations.

Look after your people, and they’ll look after your clients. It’s that simple.

HR Star

30/10/2025

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