Category Archives: HR

Widespread Support for Utilising AI/Automation in the Background Screening Process

More than 9 out of 10 EMEA businesses would be comfortable with AI or automation being used by background screening providers for researching or compiling a screening report  

A leading provider of global employment background screening services, HireRight, has released the findings from its 17th annual benchmarking survey.

HireRight’s new and comprehensive report draws from the survey responses of more than 1,250 HR, risk, and talent acquisition professionals from organisations worldwide using employment background screening to help mitigate possible risks to their employees, customers, corporate reputation, and commercial success.

One of the key findings this year is the generally warm welcome from survey participants for the use of AI or automation for researching or compiling a background screening report. In fact, 83% of EMEA respondents said they would be comfortable with AI or automation being used to reduce the risk of human error and 79% were happy with its use if it helped speed up the screening process. Improving the candidate experience (64%) and cost savings (48%) were also among the top benefits that EMEA respondents said would warrant their usage.

 

Commenting on HireRight’s approach to the use of AI and automation, Marc Sharma, Director of Engineering, Applied Machine Learning at HireRight, said: “Given the sensitivity of the data HireRight handles, none of our planned process workflows can be considered a standalone AI system that automates employment decisions. Instead, we use a hybrid, and well-known, ‘Human in the Loop’ type system. The data from this survey appears to show that employers have an appreciation for the coupled human/machine hybrid handling of the security and efficiency of our internal processes and workflows, while maintaining the necessary human-only control.”

 

Essential Accuracy

One of the other key reasons respondents stated they would support the use of AI or automation by their screening provider in the screening process is to reduce the risk of human error and improve accuracy. And accuracy of results has climbed to the top of the priorities list for employers (72% in EMEA, up from 50% last year) when choosing a background screening provider, with speed (33%) and cost (35%) showing as less important to respondents than in HireRight’s 2023 survey.

When it comes to the specific candidate discrepancies employers are finding, again it varies around the world. In EMEA, it is inconsistencies found when verifying candidates’ employment history and education credentials that dominate. In contrast, in North America, undisclosed criminal convictions are the most common candidate discrepancies—identified by over double the percentage of EMEA respondents (40% in North America vs. 17% in EMEA).

 

The above is a brief snapshot from a much broader global report that dives into regional background screening, talent acquisition, and talent management trends from around the world. For more information and to download HireRight’s 2024 Global Benchmark Report, please visit www.hireright.com/benchmark2024.

 

 

Deel is Acquiring Hofy

Written by Alex Bouaziz, Co-Founder & CEO, Deel 

Over the past few years, running a global HR function has become increasingly complex: HR leaders are expected to keep up with ever-changing local hiring and payroll laws, create global performance management programs, and coordinate the challenging onboarding and hardware logistics with their global IT partners.

The HR and IT Problem

We’re here to help HR and IT leaders consolidate their tools and worry about one less thing. That’s why we’re acquiring Hofy to provide our global customers best-in-class IT services and device lifecycle management, alongside our suite of EOR, global payroll, contractor management, immigration and people management tools. It’s another step in our goal to become the most comprehensive HR & payroll platform worldwide.

We understand the pain points between global HR and IT: Deel has more than 4,000 team members dispersed across 20+ time zones, so we sought out the best partner to meet our unique needs. Over the past 2.5 years Deel has run its fully remote, global team on Hofy – they are the best of the best. We’ve shipped an estimated 5,000 devices to 98 countries. In our experience as both a customer and partner of Hofy, we were so impressed with their global scale, expertise, and customer service that we decided to join forces officially.

Meet Hofy

Hofy is the leading device supply and management company in the world. Unlike its competitors, Hofy has true global coverage and infrastructure, supporting 127+ countries in fewer than ten working days with a 99% on-time delivery rate and 24/7 industry-leading customer service. The company offers full end-to-end IT lifecycle management – everything from device delivery, collection, repair and replacement, to managing the employee on and offboarding process, device security, pre-configuration, and data erasure. Today, Hofy counts Canva, Forbes, Fujitsu, GoDaddy, and HelloFresh as customers.

Announcing Deel IT

Soon, we will fully integrate Hofy into Deel and launch Deel IT, our end-to-end global IT services platform. Along with device supply and management, Deel IT will offer a suite of IT services like software provisioning, app access management and integrations with mobile device management (MDM) and identity tools. Customers will be able to see a full view of their IT set-up and will be able to handle complex shipping, procurement, and management of devices globally from one platform, with a few clicks. It will be fully integrated inside Deel as well as interoperable across any HRIS, including Workday and HiBob. Deel will be the first HR and payroll company to offer a solution this robust fully in-house.

We plan to launch Deel IT in all markets later this year. Check out Hofy in the meantime. You can use it today and continue with all your data once Deel IT launches.

We started Deel with a core expertise in global hiring and payroll, but we’ve been listening to customers along the way and adding new products and services to help ease pain points associated with building, scaling and managing global teams. We’re thrilled to add this new service to our ever-expanding HR and payroll platform, and we can’t wait for you to try it out.

 

ECI Partners appoints Tamsin Webster as Head of People

ECI Partners, the leading growth-focused mid-market private equity firm, has strengthened its HR team with the appointment of Tamsin Webster as Head of People. Tamsin will help develop ECI’s team for future growth, and will build on the company’s ongoing DE&I strategy.

Tamsin has built and led people and culture teams across a wide range of knowledge-based industries, including technology and finance. She joins from Fulcrum Asset Management where she was Chief People Officer for three years, during which time she helped the company grow from 65 to 100 people, instigated a new Human Resources information system, a new leadership programme, and supported the Management Board to develop an open, and collaborative culture. Tamsin has held senior HR positions at blue chip companies including UBS, BlackRock, Man AHL (part of Man Group) and Lloyds Banking Group. More recently Tamsin has helped PE and VC backed high-growth technology businesses to build their people functions, develop their culture and leadership capabilities.

This appointment follows ECI’s newly acquired B-Corp status with the accompanying ethos of business being a force for good, and a commitment to continuing to evolve the way the company does business, to benefit people and the planet.

Tamsin comments: “ECI Partners has a formidable and successful track record. I have been impressed by the wealth of talent across the business and the leadership team who are focused on raising the bar on their own performance and that of the team as a whole. I am delighted to be joining at this time to drive the people strategy and support our ambitions for further successes.”

David Ewing, Managing Partner, comments: “Tamsin has a really impressive track record with extensive experience working with large corporates, SMEs and Private Equity firms, so she will be a great asset in helping us develop our people for the next phase of our growth. We’re looking forward to Tamsin helping to drive the continued development of our  talented teams in ECI  and providing guidance on achieving our strategic business goals through our people.”

 

“My best person is my biggest blocker…what do I do?”

Written by Les Brookes, Oliver Wight Eame

For business leaders, making delivering transformation is often pretty much their main job.  After all, few people take on a leadership role to “keep things as they are”.

However, a problem that comes up surprisingly often with CEOs I work with is “My biggest blocker is… my best person!  What do I do?”.  It is pretty dispiriting to find that the person you most need onside is the person seemingly slowing things down the most.

 

But before labelling someone as a blocker, it is worth thinking of it from their perspective.  They are usually your best person because of their past experience in dealing successfully with problems and ensuring the business runs well.  They probably helped create the processes you are looking to change.  Also, during their time at the business they have seen leaders come and go.  When change comes along, even if positive, they will feel cautious as they’ve seen initiatives tried and failed in the past.

 

Often change fails because it was introduced without a sufficient change plan supporting it, and like many of us they will also have seen technology-driven transformations causing chaos through being implemented badly.

Getting annoyed with these people isn’t the solution as that will get them more entrenched.

In fact, they will be the best supporters if you can get them on board.  But how to do this?

 

The biggest problem I have seen is the lack of communication of a strong “why change” story.  This needs not just the imperative of why change, but to be get people onside it also needs to include the benefits from the change and for credibility it must also cover “how delivering the change will be supported”.

Most change initiatives fail because there has not been adequate support, and executives learn the hard way that change is not something you can impose on your team.  Change needs to be done with people, not to them.

 

Your people need to be involved in the change, and that applies to all sizes of business and all levels of employees.  It particularly applies to your best people as they will have the biggest impact through utilising their knowledge of the way the business works to make it a success.  Their involvement in the design of the new ways of working will not only improve them, but them knowing that the change will tackle their biggest challenges and concerns is a powerful way to get them onboard.

 

A big challenge for you is knowing what you need to do as a leader to unblock the issue and take the blockers to a much more positive place.

 

Too many executives (and indeed outside advisors) blame their people and don’t give it the time it needs.   It may well take more than one attempt and different approaches to get resistant people onside.  It is easy to say that “the problem is them”, but maybe it is you?

Perhaps you haven’t provided the clarity needed, or maybe haven’t understood the problem that is driving their concerns.  It is, in my experience, not the blocker’s fault… It is the leaders or the consultants for being too quick to label people who are, perhaps understandably, cautious about what you are proposing.

 

You must think about whether you as a leader have the skill set to create change.  There are different change management models, but ultimately they all have similar key components, particularly around clarity and communication of the vision.  Is this an area where you are falling short, and a lack of buy-in is the natural consequence.

It is worth saying that giving financial incentives to create change is a short-term solution that will ultimately backfire as people will quickly go back to past behaviours once they have pocketed the bonus.   It also creates the wrong incentives as it also rewards people who weren’t on board for the change.

 

Getting your best people on board needs real leadership, including clarity, perseverance and understanding.  Make sure you as a leader are deploying these skills, whatever the frustrations from you wanting to transform your business quickly. It’s imperative that you take people with you.

 

About the author

Les Brookes is a partner at business transformation consultants Oliver Wight EAME . Over the past 23 years he has led and advised dozens of  business leaders on large transformation and Integrated Business Planning initiatives.

Aspiring and Central Co-op launch ‘Leading the Difference’ development programme

Aspiring HR, a provider of leadership coaching and HR solutions, recently partnered with Central Co-op to successfully launch the ‘Leading the Difference’ senior leadership development programme.

At the heart of Central Co-op’s ethos is a commitment to making a difference to Members, customers and communities. Recognising that effective leadership is critical to realising this commitment, Central Co-op asked Aspiring to design a programme tailored to the unique needs of its senior leadership team.

Over the course of seven months, 21 Central Co-op leaders spent time developing their leadership skills and promoting stronger team connections to enhance performance. Aspiring’s bespoke programme encompassed a blend of theoretical insights and practical strategies, equipping attendees with the practical tools to work as a leadership cohort to engage their teams to deliver Central Co-op strategy.

Sarah Dickins, Chief Member, Customer and Colleague Officer at Central Co-op, commented:

“We are thrilled with the outcomes of the ‘Leading the Difference’ programme. This initiative has not only enhanced the leadership capabilities of our senior team but also reinforced our commitment to making a positive impact for Members, customers and the communities we serve. By investing in the growth and development of our leaders, we are better equipped to grow our talent, drive innovation and foster a culture of making a difference across the Society.”

Liz Beck, Founder and CEO of Aspiring, added:

“We are delighted to have partnered with Central Co-op in delivering the ‘Leading the Difference’ programme. The commitment displayed underscores the importance of investing in effective leadership development. Central Co-op serves as an example of how organisations can drive meaningful change by prioritising leadership excellence from the top down.”

The Great Mismanagement Crisis: Nearly Half (47%) of UK Managers ‘too Overwhelmed’ to do their Job

As the economic downturn rumbles on with no end in sight and UK organisations continue to look to do more with less, the impact on front line managers is enormous.

Shockingly, 47% said that in the last six months they have felt too overwhelmed with their routine responsibilities to be able to carry out their role to a maximum efficiency. And, worryingly, 31% disagreed or were unsure whether their company leaders have supported them to be a more effective manager.

Those are some of the key findings in a new YouGov survey conducted on behalf of the leading people management platform, Lattice.

 

Three Quarters of Managers Want More Support 

73% of the survey respondents are looking for support from HR and company leadership to help them perform better as a manager. The area most in demand (31%) across all demographics was for more training and development on core management skills. This was especially the case for the 35-44 age bracket (41%). This was followed by 27% of all respondents looking for clearer policies and guidelines on issues such as recruitment, performance management, employee relations and disciplinary procedures and then 23% who cited needing more support in terms of specific performance management tools and resources.

When looking at the particular factors that are affecting their ability to be an effective manager in their current working environment, the top overall answer (28%) was a lack of flexibility and managing their work-life balance. Hot on its heels, 25% mentioned communication/team collaboration challenges and 23% cited employee engagement as considerable issues

Interestingly, senior business decision makers in London are significantly more likely to be experiencing overwhelm (64% v 47% national average) and also reported far higher levels of problems with regard to flexibility and managing work-life balance (46% vs. 28% national average) and communication/team collaboration challenges (44% vs. 25% national average).

 

Commenting on the findings, Stan Massueras, General Manager International at  Lattice, said:  “In a high performance culture, managers are the glue between performance strategy and execution. With their primary role being not to make every employee perform, but to challenge direct reports to be the best version of themselves, they are a critical piece of the performance puzzle. But if organisations expect their managers to drive impact in their performance strategy, they need to get in their corner – and they need to get the high-load tasks out of their managers’ way. For people leaders, augmenting managers with AI will be the biggest lever to accelerate growth, innovation, and performance within their organisations.” 

 

NB: All figures, unless otherwise stated, are from YouGov Plc.  Total sample size was 523 senior business decision makers. Fieldwork was undertaken between 9th – 12th April 2024.  The survey was carried out online. The figures have been weighted and are representative of British business size and region.

 

STIEBEL ELTRON ranked in top companies for workplace development

STIEBEL ELTRON UK has been listed as one of the top 100 companies across the country for developing and furthering its employees’ careers.
The leading supplier of renewable heating technology was ranked at number 70 in Great Place to Work’s 2024 UK’s Best Workplaces for Development as a result of its culture, benefits, and approach to leadership and development.
Reacting to the listing, STIEBEL ELTRON UK Managing Director Mark McManus said: “Our employees are the driving force behind everything that we do at STIEBEL ELTRON. So, ensuring they are given the tools they need to excel in their careers is vitally important to us and we’re delighted to see this recognised.”
As well as creating a positive, inclusive culture which can be enjoyed by all employees, STIEBEL ELTRON UK invests in various training initiatives across all departments to ensure its workers are equipped with the skills they need to succeed.
Training schemes the company offers include management courses, sales training, SAP assessor courses, a customer relationship management program, and comprehensive Microsoft training.
Additionally, STIEBEL ELTRON UK is set to send two employees on an open university course in September this year, while the company also runs a graduate scheme for up-and-coming students who are looking to venture into the renewable heating industry.
Great Place to Work is a global authority on workplace culture and uses employee surveys to help guide organisations in building a strong work environment.
Its certification process captures valuable employee feedback using its research-driven Trust Index™ survey, as well as compiling information on the company’s culture, benefits, and approach to development, to benchmark its value proposition against the culture employees experience.
The latest accolade builds upon the company’s strong track-record in delivering an environment where employees can thrive, with the company being previously listed in Great Place to Work’s top 50 Best Workplaces list in March this year.
Listed in the UK Small Business category, 100 percent of employees said STIEBEL ELTRON treated them fairly regardless of race or gender, gave them the resources to do their job, created a safe environment, and provided facilities for a good working environment.
As well as identifying trust and fairness within the company, workers highlighted how they wanted long and established careers at the company, as well as how they are proud to work for the organisation.
Mark McManus, STIEBEL ELTRON UK Managing Director, said: “At STIEBEL ELTRON UK we know how valuable our workforce is. They give so much to the company and make it a unique and special place to work.
“So it only makes sense that we give them everything they need to build a successful career, and we place a special focus on doing this with numerous training and development measures.
“It’s incredibly rewarding to see our employees acknowledge this, and a huge thank you goes out to them for their superb work and fantastic attitude which makes STIEBEL ELTRON one of the best places to work in the country.”
Lynsey Green, STIEBEL ELTRON UK Head of People, added: “Training and development means more than just equipping employees with the skills they need. It’s about showing that they are valued, that we believe they can progress, and crucially, that we will support them with their career ambitions every step of the way.
“It’s fantastic to see our efforts in this regard recognised both by employees and Great Place to Work.”
As well as developing its employees, STIEBEL ELTRON UK has placed an onus on growing its offering to the UK’s renewable heating market as it looks to drive the adoption of heat pumps across the country with the most innovative technologies and comprehensive training for installers.
Following an initial £350,000 investment into a new state-of-the-art training centre and programme in November 2022, the company expanded the facility at its headquarters in Bromborough, Wirral, in September last year to increase capacity for new heat pump installers.
Meanwhile, the company expanded its operations into the Irish market in February this year with a view to delivering renewable heating technologies and driving greener homes across the country.
Throughout 2024 the company is committed to growing every aspect of the business, from investing in new renewable energy technologies and products, to further developing its training facilities and workforce.
For more information visit: www.stiebel-eltron.co.uk
STIEBEL ELTRON’s Great Place to Work Accreditation can be found here.

Vero HR Wins Clutch Global and Clutch Champion Awards 2024

Peterborough, 29 May 2024 Vero HR, the HR outsourcing and consulting provider, has been recognised as a 2024 Spring Global Award winner for HR services on Clutch, the leading global marketplace of B2B service providers, along with being lauded a 2024 Spring Clutch Champion.

The Clutch Global and Clutch Champion Awards showcase the very best in the B2B services industry worldwide.

Honourees of the Global Award are selected based on their industry expertise and ‘ability to deliver’ scores that are calculated using customer feedback from thousands of reviews published on the Clutch platform.

Vero HR’s primary focus is on providing exceptional service, and receiving this award is a testament to the excellent client work and service Vero HR has delivered this year as highlighted through the voice of their clients in their reviews.

The Clutch Champion Award is presented to the top 10% of Clutch Global winners, a designation that recognises business service providers across the world for their industry expertise and ability to deliver exceptional results compared to other companies in their line of service.

This award recognizes Vero HR as a top-rated leader in the HR services space based on its clients’ satisfaction and high-quality service ratings – of which it currently boasts an overall review rating of 5/5 across 13 individual customer reviews.

“I’m thrilled that Vero HR has been awarded the Clutch Global Award, but to also be named a Clutch Champion and sit within the top 10% of Global winners due to our high service ratings is the cherry on top. This recognition demonstrates our team’s dedication to providing top HR and client service every day, and a huge thank you goes out to our clients who have taken the time to provide such sterling reviews,” Vero HR Founder and CEO, Mike Kealey, commented.

“It is a joy to witness the incredible success of leading companies worldwide on our platform, and an even greater joy to recognise these companies as Clutch Global winners. Their dedication to delivering next-level services to clients has not only bolstered their own success but empowered numerous clients to thrive as well,” said Sonny Ganguly, Clutch CEO. “We are also delighted to present the Clutch Champion Award for the second year, celebrating both new and returning achievers for their outstanding performance. These honourees represent the top companies on our platform, consistently exceeding client expectations and receiving an abundance of positive feedback from their clients.”

This recognition follows a successful 2023 awards season for Vero HR, winning the Customer Service Award at the Peterborough Telegraph Business Awards, Silver Award for Service Excellence at the SME Cambridgeshire Business Awards, and being a finalist at the Personnel Today Awards for Large HR Consultancy of the Year.

About Vero HR

Vero HR is a HR solutions and outsourcing provider with over 20 years of experience. Working with businesses of all sizes and sectors, Vero HR offers expert advice, services, and technology tailored to transform and help organisations work more efficiently in all aspects of HR – supporting clients across the UK, Europe, and internationally.

 

From Teacher to HR: Amazon Employee Shares Her Career Journey and Tips for Learning at Work Week 2024

An HR associate partner from Chesterfield is sharing her career story during Learning at Work Week 2024 (13th-19th May) to celebrate the career progress they’ve made thanks to the lifelong learning programmes at Amazon.

Learning at Work Week is an annual programme run by the charity Campaign for Learning. The charity works with organisations around the UK to create activities and fun challenges in the workplace to help employees learn and grow.

This year’s theme, Learning power, explores how lifelong and continual learning gives people power to change, grow and achieve individual, team and organisational goals.

Amazon.
Career Choice : MAN4 Anna Cooper, HR Associate Partner. 9 May 24.
© Victor De Jesus / UNP 0845 600 7737

Anna Cooper, who works at the Amazon fulfilment centre in Chesterfield, has used Amazon’s development and training opportunities to shape her professional career.

 

One of the programmes Anna has taken part in at Amazon is Amazon Career Choice. The programme, which has been running at Amazon for the past decade, pre-pays up to 95% of tuition and fees for courses in high-demand fields, up to £8,000 over four years, regardless of whether the skills are relevant to a career at Amazon.

Courses available include accountancy, HGV driving and software development, and are designed to help employees build careers at Amazon or elsewhere. It means that eligible employees are given the opportunity to gain the skills and qualifications needed to follow their career aspirations.

 

Anna, who used the programme to help secure their role as a HR business partner, has shared their story to encourage others to take their career to the next level using the Amazon Career Choice programme.

Anna is an HR associate partner at Amazon in Chesterfield. She joined the company during the COVID-19 pandemic in a temporary role.

 

Before joining Amazon, Anna worked as a primary school teacher for four years. She said:

“I joined Amazon because I wanted a change from teaching, so I worked in a temporary role in the Inventory Control and Quality Assurance department. I ended up enjoying working at Amazon so much that I never left. I spent a bit of time in recruiting before moving across into HR.”

 

Anna completed the CIPD Level 3 HR qualification through Amazon Career Choice. She added:

“When I first joined the HR team, I knew I wanted to complete the CIPD course as it’s an industry standard for HR. I loved that I was able to continue working full time and study at my own pace. I did the course through Avado, which gave me clear deadlines and the support I needed.”

“Career Choice has given me a much broader understanding of my role in HR,” Anna continued. “I now understand our policies better and why Amazon is so unique in its culture. I’m now doing an apprenticeship, working to become an HR partner. I wouldn’t have been able to work towards this without Amazon supporting me through Career Choice and the apprenticeship programme.”

Amazon.
Career Choice : MAN4 Anna Cooper, HR Associate Partner. 9 May 24.
© Victor De Jesus / UNP 0845 600 7737

Anna has some advice for anyone considering furthering their careers through learning and development programmes.

“There are so many opportunities out there to develop your career, so make sure you seize them! Programmes like Amazon Career Choice offer such a wide variety of support for your career journey, so if you have the opportunity to take part in further learning through your job, then go for it.”

 

Amazon also provides opportunities to improve existing skills or learn new ones through internal career progression opportunities such as apprenticeships, transferring to a different department and promotion to a managerial role.

Amazon Chesterfield Site Leader, Kris Hammond, added: “We are proud of Anna’s success through the Amazon Career Choice programme. Career development is at the core of our culture at Amazon, where lifelong learning is promoted at every turn. Many of our team members have taken part in Career Choice and are now fulfilling their potential on Amazon teams all over the UK, Ireland and further afield. Others have gone on to successful careers elsewhere, and we are proud to have supported them in their professional development by giving them extra tools for success in their new roles. We look forward to offering employees even more choices in the future as Amazon Career Choice evolves and grows.”

 

Amazon employees receive competitive pay and comprehensive benefits. Pay starts at a minimum of £12.30 per hour in Chesterfield and employees are offered a comprehensive benefits package, including private medical insurance, life assurance, income protection and an employee discount as well as a company pension plan.

 

Amazon has been named as a ‘Top Employer UK 2024’ by the Top Employer Institute, one of the world’s most prestigious certifications in the field of human resources management. This award recognises Amazon’s commitment to the development and well-being of its employees. In addition to the UK accolade, Amazon has also been certified as one of the Top Employers in Europe for a second consecutive year.

In 2023, Amazon ranked in second place on LinkedIn’s Top Companies list — an annual list that identifies the most sought-after places to work and grow your career in the UK. Using data from LinkedIn’s 900 million members, LinkedIn’s Top Companies list is designed to help professionals identify the best companies to grow their careers.

To find out more about a career with Amazon, visit Amazon Jobs.

The power of learning: Rugby HR business partner offers career tips during Learning at Work Week 2024

An HR business partner from Rugby is sharing his career story during Learning at Work Week 2024 (13th-19th May) to celebrate the career progress they’ve made thanks to the lifelong learning programmes at Amazon.

Learning at Work Week is an annual programme run by the charity Campaign for Learning. The charity works with organisations around the UK to create activities and fun challenges in the workplace to help employees learn and grow.

 

This year’s theme, Learning power, explores how lifelong and continual learning gives people power to change, grow and achieve individual, team and organisational goals.

Ieuan Spanswick, who works at the Amazon fulfilment centre in Rugby, has used Amazon’s development and training opportunities to shape his professional career.

 

One of the programmes Ieuan has taken part in at Amazon is Amazon Career Choice. The programme, which has been running at Amazon for the past decade, pre-pays up to 95% of tuition and fees for courses in high-demand fields, up to £8,000 over four years, regardless of whether the skills are relevant to a career at Amazon.

Courses available include accountancy, HGV driving and software development, and are designed to help employees build careers at Amazon or elsewhere. It means that eligible employees are given the opportunity to gain the skills and qualifications needed to follow their career aspirations.

 

Ieuan, who used the programme to help secure their role as an HR business partner, has shared their story to encourage others to take their career to the next level using the Amazon Career Choice programme.

Hailing from Hengoed, South Wales, Ieuan is an HR business partner at Amazon in Rugby. He joined the company five years ago and was part of the team that opened the Rugby site.

 

Before joining Amazon, Ieuan studied Psychology at the University of Cardiff. During this time, he worked part-time in retail, where he moved into a full-time role for a year after graduating to save and move abroad.

Ieuan spent three years living abroad – first in Australia, where he worked in a variety of roles including farming in the outback, as well as in bars and restaurants. He then moved to Brazil for two years, where he taught English. It was after his teaching job that he decided to come home. He said:

“When I got back to the UK after living abroad, I knew that I wanted to get into HR and saw an opportunity with Amazon. I knew there’d be no better place to start my HR career than at one of the biggest companies in the world.”

 

Ieuan completed the HR CIPD Level 5 certification through Amazon Career Choice. He said:

“Career Choice is an excellent offering by Amazon and it really helped me progress in my career. I started in a very ground level HR role before taking a step-up role to HR partner level. While in this step-up role, I started my Career Choice course. Since joining Amazon, I’ve completed two step-up roles and gotten two promotions. I’ve advanced multiple levels in my career thanks to the Amazon Career Choice programme.”

Ieuan added: “I would like to continue taking on new responsibility and further career progression beyond my current role and would love to go on and complete my HR CIPD Level 7 certification at some stage through another training programme we have here – the Amazon Apprenticeship programme. This is the most advanced HR CIPD course there is and would be the equivalent to a postgraduate master’s degree.”

“I also love that in my job I can help others to develop their careers,” Ieuan continued. “I’m involved in the training, upskilling and mentoring of lots of great people at Amazon, which can be really rewarding. I would encourage any one of my colleagues to try Career Choice. If you’re engaged and eager, you should definitely get involved.”

 

Amazon also provides opportunities to improve existing skills or learn new ones through internal career progression opportunities such as apprenticeships, transferring to a different department and promotion to a managerial role.

Amazon Rugby Site Leader, James Pitt, added: “We are proud of Ieuan’s success through the Amazon Career Choice programme. Career development is at the core of our culture at Amazon, where lifelong learning is promoted at every turn. Many of our team members have taken part in Career Choice and are now fulfilling their potential on Amazon teams all over the UK, Ireland and further afield. Others have gone on to successful careers elsewhere, and we are proud to have supported them in their professional development by giving them extra tools for success in their new roles. We look forward to offering employees even more choices in the future as Amazon Career Choice evolves and grows.”

 

Amazon employees receive competitive pay and comprehensive benefits. Pay starts at a minimum of £12.30 per hour in Rugby and employees are offered a comprehensive benefits package, including private medical insurance, life assurance, income protection and an employee discount as well as a company pension plan.

Amazon has been named as a ‘Top Employer UK 2024’ by the Top Employer Institute, one of the world’s most prestigious certifications in the field of human resources management. This award recognises Amazon’s commitment to the development and well-being of its employees. In addition to the UK accolade, Amazon has also been certified as one of the Top Employers in Europe for a second consecutive year.

In 2023, Amazon ranked in second place on LinkedIn’s Top Companies list — an annual list that identifies the most sought-after places to work and grow your career in the UK. Using data from LinkedIn’s 900 million members, LinkedIn’s Top Companies list is designed to help professionals identify the best companies to grow their careers.

 

To find out more about a career with Amazon, visit Amazon Jobs.