Time to Join the HR Revolution?

It is time for an revolution in HR.  A revolution in thinking and in action.

Outdated HR thinking and methods just won’t cut it in a rapidly changing and dynamic world.  HR Rebels are constructively disrupting HR from within.  Working with people in our organisations and building environments for them to flourish should be a joy and privilege, rather than a necessary legal compliance chore for us to tick off. 

Huge numbers of HR people desire to bring about positive change.  They are passionate about doing their very best for their organisations despite encountering resistance from within.  They are often working within broken organisational systems and bureaucracy which fails to support and value HR.  This leads to frustration and fatigue.  It can be lonely working within HR.  There may be a lack of support from senior leadership to boot.  It is not difficult to see why large numbers of HR people feel overwhelmed and disenfranchised. 

Let’s make HR better.

HR Rebels is a LinkedIn community established with the purpose of making HR work more fun and enjoyable. We believe that this is the best way HR can support business.  HR needs to take a long hard look at the wellbeing of its own practitioners.  At HR Rebels, we leverage the power of a diverse global HR community to share ideas and collaborate to redefine HR’s purpose and what can be delivered within business.  We aim to create a real sense of belonging for HR people who are impatient for change and feel the urge to rebel against the status quo.

We believe HR should stop its reactive ‘firefighting’ approach towards people issues.  HR should stop producing dull and boring compliance documents.  It is uninspiring and hacks off people working in organisations.  This approach causes distrust in workforces.  Traditional HR methods tell us it protects our organisations, but it doesn’t.  Organisations become bogged down with HR process and bureaucracy when we need to be providing responsible freedom and trust for our people. A ‘prevention rather than cure’ approach to HR is the best way to support and challenge all people working in our businesses.  Bureaucracy and compliance is never going to build the inspired and engaged workforces our organisations require.     

We invite people working in HR roles to join our positive movement.  We want to inspire all people working in HR, including the next generation of HR people to constructively disrupt the traditional ways of doing things.   We want to get the feel good factor into HR.  We invite people working in HR who are prepared to challenge the traditional ways of doing HR work to help bring about a better future.

JOIN HR REBELS

Kevin Miller
Kevin Millerhttps://www.apexhr.co.uk/
My 'Why' is to inspire a movement towards truly people-centred organizations. Organizations which see the person first and the employee second. A Coach, facilitator, and catalyst for positive change, I thrive on the challenge of making the world of work better and more humanized for people in organizations. I love networking and collaborating to share fresh ideas, insights and to learn. I have an in-depth knowledge and practical 'hands-on' experience of leading HR and Organizational Development projects. I am a visionary who rethinks what is possible when it comes to HR, leadership and the future of work, igniting positive change in others. Never forgetting the real reason behind my work, I love spending time with my wife Kelly and my children who are the centre of my world and the reason behind my 'Why'.
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Carol Anderson

Love the concept – what’s the game plan? HR may sign on, but there are some significant obstacles for them that are our of their control. I have been working in HR for forty years, and with HR for several more. I have come to believe (https://www.bizcatalyst360.com/turn-hrs-value-proposition-upside-down/) that it is possible to focus on taking a real leadership role in all things people within an organization, but there are systemic issues that have to be conquered first. HR should be about culture. Systemic issues keep pulling back to compliance. That is a huge mindset change.

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