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Knutsford, England, United Kingdom
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I felt so proud to attend the UA92 graduation and hear about the achievements of such a talented group of graduates. Well done class of ‘24!
I felt so proud to attend the UA92 graduation and hear about the achievements of such a talented group of graduates. Well done class of ‘24!
Liked by Aphra Brooks- Barnes Chartered MCIPD
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We are seeking 3 Non-executive Directors, whose duties will include formulating plans and strategy, shaping the organisation's impact and capability…
We are seeking 3 Non-executive Directors, whose duties will include formulating plans and strategy, shaping the organisation's impact and capability…
Liked by Aphra Brooks- Barnes Chartered MCIPD
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Melina Gillies, CHRL, CPHR, SHRM-SCP
Interesting question from John Daly - I’m in the “it depends camp” Sure, you can align cultural fit with diversity, but clarity is key. If an orgniation’s culture champions flexibility, innovation, and customer focus, then bringing in diversity of thought and lived experience can enhance and push that culture forward. On the flip side, if your culture is more homogenous, introducing diversity becomes tougher because the foundational culture doesn’t change just by adding different people. To truly make this work, we need to clearly define culture, goals, and the inherent biases our hiring managers might bring to the table. Only then can you assess how and if you can achieve both. How do you feel #HR and #Culture leaders? #organizationalculture #deiatwork
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Angus Lavin
As an HR professional, I fully support the goal of achieving equality of opportunity for all and been a campaigner in my career to reinforce EDI and change attitudes etc. I truly believe that the value of the EDI agenda is more commercial than most would think. The HR function has long championed #EDI (Equity, Diversity, and Inclusion) initiatives, with varying degrees of success. While some of these initiatives align well with our goal of equal opportunity, others unfortunately fall short or even counteract this aim. It remains essential to combat discriminatory practices that undermine both the ethos of equality and the legal requirements for equal opportunity. Yet, there is an issue that is often overlooked or unspoken within our field. As a man in HR—a rare but existent breed 😎— it is clear to observe that our profession is predominantly female. This raises a critical question: Are we, as HR leaders tasked with promoting #EDI, inadvertently discriminating in our own field? Recent observations of HR leadership teams, which often consist entirely of women, suggest two possible scenarios: either there are lingering biases against men in HR, or the best candidates were simply selected, coincidentally resulting in all-female teams. It is always good to check yourselves particularly when we, as a function, provide advice and guidance on this important topic. This situation echoes a common advisory in HR to managers: avoid the unconscious bias of recruiting people who resemble oneself in background or perspective. In conclusion, gender should not determine effectiveness in HR. What truly matters is our capability to professionally develop and manage employees to achieve organizational objectives, regardless of gender or any other characteristic. #edi #ediinitiatives #diversityandinclusion #hrprofession
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Lauren Bentley Assoc CIPD
🌟 HR Pros: Need Help with the RACI Matrix! 🌟 Maddie Bolton and I are exploring the RACI matrix (Responsible, Accountable, Consulted, Informed). I’d love to hear how you’ve used it effectively in: - Defining Roles: Ensuring clear responsibilities without overlap. - Boosting Collaboration: Aligning HR projects across teams. - Managing Change: Using RACI during organisational shifts. Any tips, experiences, or resources would be amazing - thanks in advance for your insights! #HumanResources #RACI #ProjectManagement #Leadership #HRTips
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Francesca Gambarotto (Assoc. CIPD)
🌟 Embracing Mental Health Week! 13th to 17th May 🌟 Who's ready to spark conversations, foster understanding, and prioritise well-being in all aspects of our lives? 💬💙 As we navigate the complexities of work and life, it's essential to remember that mental health matters every day, not just for one week. Let's break down stigma, offer support, and cultivate environments where everyone feels valued and supported. Whether it's taking a moment for self-care, reaching out to a friend, or advocating for mental health resources, every action counts. Together, let's create a culture of empathy, resilience, and compassion. #MentalHealthWeek #ComingSoon #BreakTheStigma #WellBeing #Support #EmbraceYourself
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Natalie Brown
CEO's and HRD's - are you undertaking change and transformation this year? If so, your who is supporting your HR team? It might sounds like an odd question but HR teams support the whole business. People are complex and the people profession is no different. We often support change in the business as well as our own service and support your business with the myriad of people challenges and initiatives all at once. Nothing stops because there is a change programme going on. HR is a difficult, we support the business and employees. If we are supporting change we are the mediator and supporter between the two but then who can HR go to when we need to talk, need a sounding board and discuss what is happening in the business to make sure we are doing the right thing? It isn't the business or peers - we are the experts, we should know these things plus most of the time we can't discuss it anyway because it is confidential. HR need support and guidance too. Sure if you have a team they can get support from each other but that can be tricky if HR are affected by any change themselves. Or You could provide them with an external support who knows HR and knows change.......that would be me 😊 Not everyone has led change and it is a lot different leading it yourself to advising managers and leaders on how to do it. Get the expert support you need to get it right. With 1:1 coaching and HR team support you will: 🔔 Reduce stress through dedicated space and time to plan and discuss 🔔 Save your time knowing that there is additional support to provide your teams with guidance and expertise when they need it. 🔔 Have better outcomes and experiences of people going through change. 🔔 Develop your teams through change so they can confidently navigate change themselves in the future. Use the opportunity to give them the skills to do this themselves. As with all development it needs a support framework to get the most from it. Send me a DM to discuss what your challenges are and how I can help to overcome them.
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Kate Fitzmaurice
I dread the day my kids will be old enough to own a phone because I'm already worrying about what I can’t protect them from. Everyday it’s: “Mum can I have your phone please?” Most of the time it’s a no but sometimes I hand it over. It's a choice many of us make. I’m glad to see Vodafone standing with parents on decision-making and going a step further to offer guidance and tools to help keep young people safe online. 🔐 For Vodafone Customers, SecureNet helps parents limit online time and blocks inappropriate content. 🔓 Free for everyone, the Tozi app helps young people (11-14) safeguard their wellbeing online. (to-zi.com) 📚 This Digital Parenting page is handy to bookmark too (https://lnkd.in/eytFQQ3S) 👓 If you've seen any other great resources or companies leading the way in this space, I'd love to know about them. #TogetherWeCan
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Francesca Gambarotto (Assoc. CIPD)
💟 Walking the tightrope 💟 Balancing “mum guilt” and “work guilt” can feel like walking a tightrope and a tug-of-war between professional responsibilities and family responsibilities. That’s why hybrid working can mean so much to a working Mum - it allows us to strike that balance. It allows us to maybe take care of our poorly child, but make it to those meetings, pick up those phone calls and keep in touch with the team. We might have that poorly child sleeping on the sofa or even on our lap, I know I have! But with empowerment, trust and flexibility working Mums can feel supported with their professional and personal life and find the harmony between both. Afterall, we are expert multi-taskers 😉 For all those strong working Mums out there - you're doing an amazing job juggling multiple roles, and it's okay to seek balance in your own unique way 💗 For all those organisations who haven’t quite caught up with modern working – you would not believe the stress it causes when those three key elements aren’t present 💫 empowerment, trust and flexibility 💫 and forcing mum’s to choose between their professional and personal life. We can do both. #WorkingMums #MumGuilt #WorkLifeBalance #FlexibleWorking #CareerAndFamily #ModernWorkplace
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Claire Davies
Be careful what you say… HR are in the room! Is this even still a thing? That negative perception around HR? Personally, I’ve seen a huge shift and am proud to be part of the move away from ‘human resources’ to ‘people and culture’ 💚 With #InternationalHRDay today… The theme is all around ‘shaping the new future’ to drive change and improve working lives. And the focus is on… ✅ Excellence in people leadership. ✅ Championing ethical tech and AI integration. ✅ And continuous investment in skills and education. Topics that are all aligned with putting #PeopleFirst. So, have you got anything special planned to celebrate your people, or perhaps even your People Team today? #HRSupport
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60 Comments -
Siobhan Sheridan CBE
Are you a CPO/CHRO/HRD interested in a deeper discussion, thinking about how we systemically address the challenges of being a People Professional in the world of work today? And how we can create environments for People/ HR teams that reflect the real world challenges of our work? Look no further 👇
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5 Comments -
Bernadette T.
Today is International HR Day, a day dedicated to celebrating the incredible HR professionals around the world. It's a time to spotlight the invaluable and irreplaceable role HR plays in helping organizations thrive. We recognize and celebrate the positive impact HR brings to both organizations and their people. As a proud HR professional, I know how essential our work is. Often, HR gets blamed for organizational issues, with a focus on disciplinaries, ER cases, dismissals, performance management, and sickness absence. However, today, let's reflect on how HR functions add value to our organizations. This year's theme is "HR Shaping the New Future," focusing on four key areas: 🔦 Ethical use of technology and AI 🔦 Future workplaces 🔦 People leadership 🔦 Continued innovation in skills and education These themes are crucial as we work together with HR to create a workforce equipped with the skills and digital solutions needed for future success. As a Black woman in HR, I've often felt isolated, not seeing many people who look like me in senior roles. The lack of ethnic diversity in HR is a challenge we must address. We need to create a more diverse pipeline of HR professionals. HR functions should review diversity data and strive to be more representative of the communities that it serves. I recently spoke with Adese O., CEO and founder of Black Women In HR - BWHR, to learn more about why she established the organization and its impact since inception - Have a listen here - https://lnkd.in/eiTEEREi To all my HR heroes, don't let your organization lead you to imposter syndrome. You are amazing and add immense value. Without HR, organizations would be dysfunctional. Yes, we have work to do, but let's celebrate the value we bring. No HERO without HR! Happy International HR Day! Massive shoutout to my HR Fam - Peter Cheese Rupert McNeil Ruth Bailey CB Samantha Ming Frank Douglas Fiona Daniel Sandy Lucas Jaspal Roopra CFCIPD Pritpal Bhullar (MCIPD) ANDREA WILLIAMS-MCKENZIE CBE Michael Magbagbeola Michael Pichamuthu Mark Preston Sean Davin FCIPD, MInstLM Sanchia B. Tola Ayoola MCIPD Joyce Irvine Siobhan Sheridan CBE David R. Blackburn Chartered CCIPD CCMI Louis Henry Cheryl Samuels FCIPD HPMA Healthcare People Management Association PPMA - Public Services People Managers Association Pam Parkes, FCIPD Funke Sadare Chartered FCIPD, MA in HRM Funmi O. Catherine Osaigbovo Tatenda H. Dawar Hashmi #InternationalHRDay #HRHeroes #DiversityInHR #FutureOfWork #EthicalAI #PeopleLeadership #InnovationInHR
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Bridget Hogg (CAHRI FGLF)
What retrenched employees wish you knew about how to make the process less painful Outplacement clients tell me all the time about what would have made the redundancy process easier for them so I’m writing my next blog about this. The first 4 key things to remember are: 1. Having an outplacement consultant there on site on the day you give the news, to support them – this is when they most need the psychological support. 2. Re-deployment and Consultation If there is the possibility of re-deployment or even choices about the date of leaving or working out the notice period - make a concerted effort to discuss all the options with the worker. I worked for a very large organisation (over 200,000 employees) and was retrenched – along with thousands of others, many years ago. They let us choose our leaving date. It worked like a charm – everyone was happy and, to my knowledge, it didn’t cause any problems. I’ve also worked for companies retrenching large volumes of people in Adelaide who used that approach – they also didn’t experience any problems when they let people work out their notice. 3. Handover Retrenched employees can get upset over handover – whether you ask them to do one or not! Think carefully, in advance, about what is necessary. Are all procedures documented already? Does someone else know how to do the parts of their work which will continue? What do you want to happen? Then ask the retrenched employee what they would like to happen. Let them know what you are open to and would like. Come to a joint solution that sits happily with all parties – the outplacement consultant can help with this. 4. Team farewell Many retrenched workers feel “robbed” of a team farewell. Of course, the best timing for this may be a couple of weeks after the news of the retrenchment has been given – not immediately! Redundancy is sometimes “all a bit awkward” so, have a plan and be careful not to overwhelm those who have been retrenched – or isolate them. In my experience most people who are in positions that are made redundant will experience anger, shock, embarrassment, shame or sadness – at the start. Their emotions will change and swing a lot in the first few days. Eventually, with the help of friends, family, their outplacement consultant (and EAP provider, GP and Counsellor) – they will accept what’s happened – and even tell me “you know, this is the best thing that’s happened to me”. It just takes time – and careful support. #outplacement #redundancy #mistakes #outplacementadelaide #whattheywishyouknew #redundancies #outpalcmentsupport #outplacementconsulting #outplacementservices
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Jenna Sangwin FLPI
Why are so many organisations still putting up so many barriers to accessing learning in the workplace? Stop it. On Friday, I received some very unexpected and lovely feedback from an employee who had been involved in a number of different training initiatives last week like our Signature Skills programme and our one-off workshop with Sarah Morgan all around navigating the workplace with ADHD. They mentioned how, after being with a previous employer for several years where development was non-existent, to the point they were made to write a business case for training that cost £60 (and it was still rejected!), they thought it amazing to be part of an organisation that "put their money where their mouth is" when it came to employee development and really "cared about developing their employees". Their words not mine! They mentioned how they had been talking to their partner about all of the different things they were currently involved in to aid their development, none of which were at a cost to them 🤯 At Good Energy, we not only give everyone £500 each year to spend on their development but we also have a variety of training programmes that anyone can access. Things like: ✨ Signature Skills. A programme covering things like Radical Candor, Taming Your Advice Monsters and Unconscious Bias. 💼 Good Career Programme. A mini-MBA where you grow your personal development skills and commercial understanding of how Good Energy works. 🚀 Good to Lead. Our in-house leadership programme where we use Insights Discovery to develop personal awareness alongside practical skills like Managing Up and Building Resilience. We, of course, couldn't do this without working with incredible partners like People Sorted, Pecan Partnership and Sarah Morgan 💛 Keep an eye our careers page if you too are fed up with a lack of development opportunities because it's a priority over here! https://lnkd.in/edU7BJEW
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10 Comments -
Ashling Marchant
The CIPD Festival of Work is off with a bang, with some noticeable accessibility and inclusion efforts. 1. When you arrive if you have forgotten/lost your ticket or bar code you can have it printed for you. 2. Accessibility green landyards available at request upon entering. 3. Disabled seating at the front of every talking space. 4. Ear plugs available. 5. Well-being quiet area with comfortable seating and headfones available with music or calming audio. 6. All information, layout & travel guidance provided in advance. 7. Email to let visitors know they would arrive to loud music and guidance on how to avoid if required. 8. Each topic has a designated speaking area that remains the same all day. 9. Screens with text at each speaking area for anybody who requires it. Just a few noticeables, I’m sure there will be more! #edi #cipd #neurodiversity #wellbeing #festivalofwork #cipdfestivalofwork #people #hr
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Malikshaw Interim & Executive
We have had an uptake recently of clients coming to us for HR and line management expertise to support their transformation and change programmes. We know that people are central to successful transformations, and that not handling them well can really put the brakes on, if not halt things altogether. It seems that more organisations are either feeling the strain or recognising the opportunity here. Some of the challenges these clients are facing include difficulties in managing team negativity when embedding change, delivering feedback, effective staff engagement, fostering employee growth, and defining future career progression in a changing environment. Equipping managers with the necessary skills to help resolve these isn't necessarily a quick solution, so bringing in external project based managers to help speed this up can be quite a good option if you are suffering from the same woes.
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Shivani Halford
For employers and HR professionals alike, understanding the complexities of sick pay disparities amongst UK workers is vital. This article sheds light on how a million workers miss out on essential sick pay benefits 👉 https://bit.ly/3zzXuLd At Pink Fluff HR Consultancy, we specialise in ensuring compliance and fairness in employment practices. Contact us today to discover how we can support your business. 📞 01202 497522 📧 hello@pink-fluff.co.uk 🌐 pink-fluff.co.uk #hrprofessionals #employmentlaw
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Sanjay Lobo MBE👫🌍
📣 This is tomorrow. C-suite or Snr Leader? You NEED to attend 📣 We surveyed 1000s of employees on ED&I and the results are eye-watering… ✅ 50%+ have had inclusivity training ✅ 70%+ rated that training as good …but, and here’s the big bit… ❌ 90%+ still felt uncomfortable in diversity scenarios So what’s going wrong? Join me, Michael Barrington-Hibbert (co-founder of 10,000 Black Interns), disability rights activist and adviser Celia Chartres-Aris (née Hensman), Flutter Entertainment Plc’s head of ED&I Caroline Rainford tomorrow as we discuss what’s going on in ED&I right now and what you can do about it. 🙋Note: really aiming this at the decision makers that can move the needle. If you’re c:suite, this is the one diversity session you need to be at this year. If you’re not c:suite join us and bring your leadership with you too! Link to sign up in the comments below 👇 [ALT: A bright yellow graphic titled ‘Beyond Diversity’, with a subheading ‘Unlocking New Revenue & Productivity Through ED&I Actions’. A big ‘30 April, 11am’ button sits at the bottom of the image title text. Below, 3 shapes contain 3 images of people. The middle shape shows Celia Chartres-Aris, a white woman with long brown hair looking straight at the camera with a neutral expression. The right shape shows Michael Barrington-Hibbert, a Black man looking towards the left and smiling. The left shape shows Caroline Rainford, a black woman with long hair, turning to her left and smiling at the camera.]
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Data Time Systems
Burnout Affects a Fifth of UK Employees I had to stop and let that sink in...I was surprised to read in HR Magazine that burnout is affecting a fifth of UK employees, with long-term sick leave hitting record highs. A total of 2.58 million people are off work due to long-term illness, a figure that has risen by 449,000 since the start of the Covid-19 pandemic in January 2020. This got me thinking about how simple and effective workforce management tools can make a big difference. By spotting trends, ensuring staff are taking their breaks, not working prolonged hours and are using their annual leave entitlement, companies can better support their employees' well-being. The data is there to support key business decisions as long as you have the right system in place. Let's make employee health a priority! You can read the full article here - https://lnkd.in/eRzpuaUx If your interested in learning more about what's possible with the right workforce management system in place, please send an email to: info@datatime.co.uk #EmployeeWellbeing #WorkforceManagement
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