HR on the Offensive

Welcome to the first episode of our new mini-series, What is a CPO? Hosted by Debbie Mitchell, Director at LACE Partners and lead of our CPO Network, this series explores the evolving role of the Chief People Officer (CPO). Through conversations with experienced CPOs, we’ll dive into how the function is changing, the challenges leaders face, and how collaboration is shaping the future of HR. In this mini-series, we’ll be speaking with leaders who have held or currently hold the role across different industries and sectors. In this episode, Debbie is joined by Nicky Bliss, People Director at Sainsbury’s and a member of our CPO Network. Together, they dive into the central question: What is a CPO? A CPO is first and foremost a leader of the business, not just of the HR function. They sit at the executive table, helping to drive strategy, profitability, and company culture. The CPO ensures that people initiatives directly support commercial goals whether that means approving payroll, leading transformation projects, or presenting workforce strategies to the board. How can CPOs build effective teams? Nicky states that great CPOs don’t wear every hat themselves but instead build a team of specialists. For example: HR operations leaders oversee audits and payroll. Business partners focus on transformation and change. Talent and culture heads manage engagement and leadership development.  The CPO’s role is to coordinate, not micromanage, ensuring each “hat” is worn consistently by experts. How is the CPO’s influence shaped by company structure? A CPO’s influence is deeply shaped by the ownership model of the organisation. What do we mean by that? Debbie and Nicky explain: Regulated industries: HR is central, focusing on compliance, governance, and employee advocacy. Founder-led companies: The CPO acts as a culture guardian, balancing vision with structure. Private equity environments: People priorities can be overlooked giving CPOs the chance to prove how great people leadership drives equity value. Are you a CPO looking to meet likeminded individuals? Our CPO network meet semi-regularly to share insights, discuss challenges and people solutions around the fast-evolving role of a CPO.  

As part of our Black History Month in this episode of The People Agenda podcast we are raising awareness of how organisations can be more inclusive. Host Chris Howard and Christina Adeniyi from our DE&I team speak to Lildonia Lawrence, a Diversity and Inclusion Consultant, as they discuss allyship, anti-racism, and bystander intervention as key skills for every HR leader. Why does inclusion matter for organisations? Inclusive workplaces improve employee wellbeing, retention, and innovation. Research from McKinsey’s Diversity matters even more: The case for holistic impact report (2023) shows that companies in the top quartile for ethnic diversity are 36% more likely to outperform financially than less diverse peers. This means that when organisations build genuinely inclusive workplaces, they don’t just create happier, healthier teams but they also boost performance and profitability.  How do allyship and bystander action shape workplace culture? Being an active ally means using your voice and position to support others and addressing inappropriate behaviour when it happens. For example, in a meeting, if a microaggression occurs, you can gently redirect the conversation or clarify with empathy. When even one person speaks up, it shows that respect and accountability are core to the organisation’s culture.Diversity and Inclusion at LACE Our team is passionate about creating places where everyone feels included. Christina is one of our internal D&I team who are dedicated to fostering a sense of belonging and empowerment in our diverse team and carry this with us to our clients. To honour the 60 years since the landmark Race Relations Act of 1965, Christina and the team have been highlighting key achievements and influential figures who have driven progress in racial equality legislation. Discover more about our commitments to Diversity, Equity & Inclusion, sustainability, and community engagement here. Want to hear more from Lildonia? Get a copy of her book Back Yourself: A Wellbeing Guide to Healing from Racial Trauma which offers practical guidance for people of colour to improve their wellbeing and mental health. Her podcast Intersections explores how overlapping identities shape people’s lives. Do you have any questions about the topics discussed in this podcast? Reach out to Lildonia via her website Move with Lildonia. 

In a rapidly changing business world, HR is no longer simply the team that implements transformation, it’s becoming the driving force behind it. That’s the focus of the latest People Agenda podcast episode, which explores how HR’s influence in shaping business transformation has evolved from supportive to strategic. Host Chris Howard and co-authors Julian Holmes and Katie Jacobs, discuss insights from our latest whitepaper From implementer to influencer: Redefining HR’s role in business transformation. Transformation is no longer a one-off project; it’s become part of everyday business. There’s been growing recognition of the critical role the people function can have in business transformation. This shift positions HR as more as a key influencer in how businesses evolve, perform, and sustain change. Katie notes that the pandemic accelerated HR’s visibility, with many Chief People Officers (CPOs) now recognised as transformation leaders. But she also points out that rising expectations haven’t always been matched by greater resources or capability; creating a real tension between ambition and capacity. 62% of CEOs report a close relationship with their CPO, that still leaves nearly 40% where the partnership isn’t fully realised. That said, HR’s strategic impact largely depends on strong relationships across the entire C-suite not just with the CEO. Building credibility means getting the operational fundamentals right, using data intelligently, and demonstrating tangible results throughout transformation journeys, not just at the end. How can HR connect people insights to business performance? One example includes linking employee engagement to profitability. Showing that when HR tells a story through metrics that matter to the business, investment follows. The future belongs to HR leaders who can blend data fluency, strategic acumen, and balance technology adoption with a deep understanding of culture and behaviour. If HR wants to influence real transformation, it must do more than deliver processes, it needs to design the change itself. That means growing capability, building trust, and helping shape strategy. Download our whitepaper to learn how you can position HR as a driver in business transformation. What’s in the whitepaper? The evolving role of HR in business transformation Major drivers of change and volatility facing Chief People Officers (CPOs) People-related challenges that commonly cause transformation programmes to fail Structural and cultural barriers preventing HR from leading transformation Strategies for HR leaders to align people strategy with business outcomes 

It’s an exciting day as we announce that our podcast - previously known as HR on the Offensive has had a refresh and will now be The People Agenda!  New name, same faces and same great content. We believe this new identity better reflects how work, people, and leadership have evolved. In this episode hosts Chris Howard and Debbie Mitchell dive into the deeper question of how HR has transformed from a back-office function to a strategic driver of business success. Where it all began Back in 2019, our HR on the Offensive whitepaper challenged the profession to “step out of the shadows.” Since then, the world of work has changed beyond recognition. COVID forced HR to lead through crisis, redefined how teams connect, and organisations began to view “people” not as a department, but as a shared business agenda. Debbie reflects on how the pandemic elevated HR’s role, making it essential for culture. Yet, the conversation can no longer live only within HR it now belongs to every business leader. Why did we rebrand? That’s why we felt the podcast needed to be rebranded. The People Agenda podcast isn’t just for HR professionals; it’s for anyone shaping employee experience, technology, and organisational transformation. From AI’s growing influence to the blurred lines between HR, finance, and global business services. We want to establish this podcast as a platform for modern conversations about the people function as a whole and not just HR.  The people function continues to evolve and although our title has changed the aim of the podcast remains the same; to inform HR professional on all things people, including everything from payroll to people analytics.  If it’s relevant to the people function we’re going to talk about it. The future of work isn’t owned by HR it’s driven by everyone invested in people. By reframing our podcast, we want to invite a broader audience to the table, where culture, innovation, and strategy meet. 

The Payroll function may not always be the ‘flashiest’ part of a business, but it’s one of the most vital and one that’s undergoing a remarkable transformation. In this episode of the HR on the Offensive podcast, host Chris Howard and LACE payroll expert Tricia Conway are joined by guest Ian Giles Global Payroll Sales Director at Dayforce, discussing Payroll’s role, challenges, and future in the modern workplace. How can payroll adapt to the rise of the multigenerational workforce? Payroll is one of the few functions that truly connects with every employee, every single pay cycle. It’s far more than just an operational task; it’s a cornerstone of both employee experience and business stability. And as today’s workforce spans up to six different generations, expectations are anything but uniform. Some people value security and reliability, while others prioritise flexibility, convenience, or instant access. To keep up, payroll teams need to be more agile, delivering services that meet employees where they are and align with what they value most. How can payroll mitigate the looming talent and knowledge gap? As seasoned payroll professionals with decades of expertise retire, businesses face the risk of losing critical insights. Technology, especially AI and automation, is certainly changing the landscape, but it cannot replace human expertise. Instead, these tools are reshaping payroll roles, moving the focus away from manual data entry and toward governance, compliance, and strategic decision-making. Looking ahead, we’re likely to see job titles evolve too, with “administrators” giving way to roles like payroll intelligence officers, vendor strategists, and compliance leads. For individuals considering a career in payroll, while qualifications and technical knowledge matter, success now relies just as much on being able to share insights clearly, shape strategy, and stay adaptable in a fast-paced, global workplace. Training and development programmes are already shifting to match this, putting greater focus on strategic thinking and working across functions. This podcast aims to reframe payroll from an unseen process to a critical enabler of business success, one that’s evolving fast, and one that demands leaders, not just administrators, to take it forward. 

Fifteen million people, half of all workers, are set to benefit from the Employment Rights Bill, which will establish day one rights to parental and bereavement leave, include sick pay for up to 1.3 million of the lowest earners, and challenge fire and rehire practices. This marks the biggest shift since the Employment Rights Act of 1996. For HR professionals and business leaders, the conversation isn’t about whether this bill matters, it’s about how quickly they can prepare. On this episode of the HR on the Offensive podcast Chris Howard and Chris Horton are joined by Paul Chamberlain, Head of Employment at JMW Solicitors, as they discuss what changes HR teams should be preparing for. Although, the bill is set to roll out in stages the impact will be felt immediately. Among the headline changes, three stand out: The introduction of “day one” unfair dismissal rights will require HR teams to strengthen performance management and record-keeping from the start of employment. Statutory sick pay reforms coming next April mean organisations must prepare operational changes now. Extending tribunal claim limits from three to six months increases the period businesses remain at risk of claims. What structural changes will appear? Zero-hours contracts will see major changes: after 12 weeks, workers must be offered guaranteed hours. In industries reliant on seasonal or agency labour, this could fundamentally reshape workforce models. Similarly, trade union powers will expand, reducing procedural hurdles to industrial action and rebalancing workplace negotiations. Preparation cannot wait until deadlines loom. Communication across the business especially to line managers will be critical, since they’ll often be the ones handling flexible working requests or probationary dismissals. Above all, HR needs to treat this as a rolling change program, not a one-off adjustment. The Employment Rights Bill carries undeniable costs for employers, from greater administrative demands to heightened tribunal exposure. But it also offers HR teams the chance to strengthen processes, modernise data practices, and build a culture of transparency. The question isn’t whether the bill will reshape the workplace, it’s whether businesses will be ready when it does.  We have also written a blog on this topic discussing the changes and how it will impact HR teams. You can read the blog here. 

Did you know not all breast cancers can be treated the same way? In this episode of the HR on the Offensive podcast host Chris Howard, a member from our CSR team Natalie Berkoff, and guest Robin Woolcock, chairman of the UK charity for Triple Negative Breast Cancer (TNBC), pulls back the curtain on one of the most aggressive and least understood forms of the disease. The UK charity for Triple Negative Breast Cancer is one of LACE Partners’ chosen charities that we choose to support and to us, support is more than charitable donations, but it is also about raising awareness. That is what we hope to do with today’s podcast.Where did it begin? Robin’s story began with his wife’s diagnosis in 2009 and her eventual passing in 2017. That experience motivated him to establish the UK charity for TNBC. TNBC accounts for about 15% of all breast cancer cases, yet its outcomes are disproportionately severe, representing more than 40% of breast cancer-related deaths. Treatments that have dramatically improved survivorship for other types of breast cancer often don’t work here, leaving patients with limited options and a pressing need for targeted support. What are the charity’s goals? The charity’s mission is twofold: providing clear, reliable information for newly diagnosed patients and building a supportive community so individuals never feel alone in their journey. Practical initiatives have included developing simple to understand resources, creating peer networks, and even running training programmes for specialist nurses who play a critical role in patient care. TNBC in the workplace One in three people will receive a cancer diagnosis in their lifetime, meaning it’s not a question of if, but when this will affect the workplace. Yet many organisations lack even a basic cancer policy. He encourages HR teams to go beyond policy-writing, equipping line managers with the empathy and understanding needed to support colleagues through both the shock of diagnosis and the practical realities of treatment. Why does supporting small charities matter? Unlike large national organisations, smaller groups can deliver highly targeted support where it is most needed—and even modest donations make an outsized difference. For companies, partnering with these charities not only creates real impact but also deepens employee engagement, proving that giving back can strengthen both communities and culture. 

Ever wondered what it really takes to run a world-class payroll function?  In this episode of the HR on the Offensive podcast, host Chris Howard and LACEr Julie Choudhury and special guest Melanie Pizzey, Founder of the Global Payroll Association (GPA), dive into the evolving landscape of payroll and the critical importance of getting the basics right.  Our recent whitepaper, “Optimal payroll starts with the foundations”, outlines the seven key pillars for building the foundations of a world-class payroll function:  Operating model Technology Skills Data and reporting Process Adaptability and scalability Training and mindset.  These pillars form the backbone of any Payroll function. They are the essential elements that ensure payroll teams are not just operationally sound but strategically valuable. An eighth pillar? Mel emphasised that in a world of ever-shifting legislation, especially across global markets, compliance should also be considered a pillar as it is a constant concern for payroll teams. She also highlighted the growing interest in AI, noting a shift from nervousness to cautious optimism among payroll professionals. While AI promises efficiency gains, the consensus was clear: without strong payroll foundations, AI adoption is premature. How can we fill the skill gaps in payroll? 85% of organisations believe more investment is needed to upskill payroll teams. Mel agrees that while leaders are eager to develop their teams, time constraints and lack of awareness about payroll as a career path remain barriers. What is a key challenge facing Payroll teams? There is a need for better cross-departmental collaboration, as 78% of organisations cite poor coordination as a key issue. Payroll can’t operate in isolation. For it to build strong foundations, support broader business goals and drive business success, it must be recognised and integrated into every corner of the organisation.