Top 20 HR Influencers in the UK in 2025

Follow this practical plan to gain valuable perspectives from 20 UK HR voices in 2025. You can apply their daily learnings to your own HR practices, strengthening processes across your organization and elevating people outcomes.

The list features voices such as michelle mcclure, peter, mark, and trish, who publish concise content across podcasts, newsletters, and LinkedIn. Their experiences span building high-trust teams, scaling learning, and guiding policy changes, with several podcaster formats that fit busy schedules.

Look for mentions in forbes roundups and daily posts that convert insights into concrete steps your team can take. Save the most useful ideas into a running list and adapt them to your context.

To implement, start with a simple cadence: pick a weekly topic, review one influencer’s approach, and test a small change in your processes. Track outcomes in a lightweight dashboard to show how ideas can enhance productive collaboration.

Keep momentum by sharing takeaways in content with your team and scheduling follow-ups. The aim is to equip your people with practical tips, stronger engagement, and a clearer path to scalable impact.

Information Plan

Adopt a six-week sprint to map influencers and deliver a verified ranking of UK HR voices for 2025. The plan uses a champion approach led by the chief editor, with lizzie, andrew, hishem, timms as core evaluators who writes and reviews content from the boards and the wider influencer community, creating a solid baseline with talentculture as a reference.

1. Objectives and scope: identify 20 UK HR influencers for 2025, covering corporate, consultancy, and technology niches. Aim for a balanced mix of practitioner posts, authored articles, and video insights. Success means a composite score that blends relevance, credibility, reach, and engagement, plus clear profiles for each influencer.
2. Data sources and verification: pull data from influencer boards, HR media partners, and conference lineups; track posts on LinkedIn, X, and YouTube; cross-check with published articles and podcasts. When new data lands, tag it and refresh scores within 24 hours. Use talentculture as a baseline reference to verify credibility.
3. Scoring framework: implement a 0–5 rubric in 5 categories–relevance, credibility, reach, engagement, and consistency. Weight relevance and credibility at 25% each, engagement at 25%, reach at 15%, and consistency at 10%. Include notes on older voices that bring depth and continuity to the mix.
4. Roles and governance: assign a chief editor who leads weekly check-ins with a small reviewer panel including lizzie, andrew, hishem, timms. The writer handles documentation and profiles, while boards and influencers provide source material. Maintain a transparent log of decisions and updates for accountability.
5. Cadence and outputs: run the six-week cycle with weekly data pulls, mid-cycle calibration, and a final ranking. Produce a public article listing the top 20 and an internal briefing with profiles and source links. Coordinate with marketing to align the final ranking release and accompanying visuals.
6. Risks and controls: watch for misrepresentation or duplicate identities; require at least two independent sources per profile and explicit consent for quotes. Mitigate bias by ensuring diverse representation and balancing newer voices with older, established contributors. Preserve privacy and comply with platform guidelines in all disclosures, using talentculture as a credibility check where applicable.

Inclusion criteria for UK HR influencers

Adopt a transparent scoring rubric with explicit thresholds for reach, UK relevance, and ethical conduct, and publish the methodology and thresholds to guide selection.

Evaluate candidates across four pillars: influence and reach (measure posts per hour, comments, and shares) and growth of audience; promote practical guidance; relevance to UK HR issues in working life; contribution to practice through teaching and development; and governance, including equity and sponsorship disclosures.

Base evaluations on credible journals and industry resources, plus direct evidence from organizations; ensure content demonstrates creating practical resources that HR teams can apply, with citations and case studies where available.

Signals of credibility include voices such as lizzie, jacob, and sean who consistently publish high-quality material, cite journals, reference credible resources, and engage readers, highlighting outcomes and muse on emerging topics, while maintaining transparent disclosure of any conflicts or sponsorships.

Affiliations matter but require clear disclosures: agent relationships and ties to firms like deloitte or microsoft should be weighed against independent verification; aim to recognize influencers who translate insights into scalable development programs and inclusive work-life guidance across UK settings.

Greg Savage’s influence: practical takeaways for 2025

Start by reconfiguring your hiring play around three concrete pillars: clear criteria, structured processes, and rapid feedback loops. Channel passion into consistent practice at every stage. Define success metrics for 2025–offer-acceptance rate, time-to-hire, and candidates’ net promoter score–and tie them to interview scorecards used by every panel. Greg Savage translates practical experience into repeatable routines, turning opinions into data-backed decisions rather than relying on gut feel. As a podcaster and speaking mentor, he models concise guidance that the chief HR officer can own and scale, a respected reference for teams across the world.

To operationalize, run a concise interviewing sprint, define a single candidate persona, and map every answer to the criteria. They teach interviewers to focus on behavior, minimize bias, and create consistent outcomes. The approach nods to brigette and kapilashrami–respectful governance that keeps bias in check and aligns with provincial programs. This method yields world-class results and is scalable across functions.

Export learnings beyond the core team by publishing a quarterly playbook, hosting cross-border sessions, and wiring best practices into regional onboarding. Use data from analytics to compare sourcing channels, and reference insights from an alumnus leadership program to ground decisions in tested behavior. This helps teams stay aligned and accountable.

Build a lightweight analytics dashboard tracking source quality, candidate experience, and conversion by stage; set a mark of 75% on interview readiness before advancing; appoint an agent within the talent function to own quality checks and drive continuous improvement. Use the data to identify where you can improve.

Stay curious, stay accountable, and apply Greg Savage’s practical lens to every hiring decision. The result is faster candidate decisions, better fit, and a more trusted talent engine across the world.

Profiles of the top 5 influencers and their distinctive strengths

Engage momina to lead your HR program for enhancing people analytics and inclusive experiences across UK brands.

momina translates datasets into actionable practices for practitioners, blending work-life insights into programs that boost retention and wellbeing; she crafts copy brands reuse in campaigns, and her speaking schedule is sought-after at corporate events. Her collaborations with Deloitte and other enterprise teams reinforce her authority and provide benchmark takeaways that brands can apply quickly.

trish anchors inclusive policies, turning practitioner insights into scalable programs. Her blogger-oriented analyses reach 50k monthly readers, and she runs 12 regional HR meetups that cement brand relationships; brands report higher candidate quality after applying her guidance, while her network expands contacts across corporate teams and campuses.

lily builds experiences around HR tech adoption, and as a blogger she translates complex data into clear narratives that practitioners and leaders can act on; her work-life communications and inclusive experiences resonate with UK teams, and her newsletter reaches 60k readers, driving better engagement with copy used in internal comms and external briefs.

charney brings corporate capital discipline to people programs, with a niche in performance analytics that helps brands make evidence-based bets. He has authored 15 white papers in collaboration with Deloitte researchers and maintains a compact set of executive contacts; his copy-ready briefs help make decisions faster and align HR strategy with financial goals.

sophie complements this slate with a practical, practitioner-focused voice. She runs a weekly newsletter for 20k subscribers, hosts live sessions with mid-market brands, and links HR strategy to inclusive outcomes. As a blogger who translates theory into results, she helps brands scale programs and reach a broader practitioner audience with ready-to-use copy and templates.

Content formats, channels, and audience engagement tactics

Recommendation: Launch a weekly 3-minute LinkedIn video series, supported by a 600–800 word blog post and a biweekly news recap email to keep audiences committed.

Prioritize formats that translate into shares and conversations. Use short-form video (LinkedIn native clips and Instagram Reels) to deliver 3 practical insights per episode, a carousel-based post to expand on 5 tips, and a 15–25 minute podcast to dive deeper into a single HR topic. For each format, set targets: 5,000 impressions on LinkedIn within 72 hours; carousels earning 2x post saves; podcast episodes reaching 200–400 first-week downloads with a 40–60% average listen-through. Transcribe episodes for the blog, and embed the video in the post to boost retention. Keep visuals crisp, with consistent color and typography that reinforce your brand, and avoid artificial gimmicks; your audience will respond to authentic, practical content that helps them thrive and feel proud.

Channels to own: LinkedIn for professionals; YouTube for deeper dives; Spotify and Apple Podcasts for audio; a blog and newsletter for evergreen references; Instagram for behind-the-scenes and quick tips; and a contact-friendly approach on X to reach HR leaders. Promote cross-channel clips monthly and publish a summarized news round-up that links back to the full content. Use a clear call-to-action: like, share, comment, and contact us for collaborations. This multi-channel mix keeps you present where HR professionals search for credible sources and practical ideas, often discovering something new with each touchpoint.

Audience engagement tactics that work: launch audience polls at the end of each video to surface questions; host monthly live Q&A sessions with a seasoned guest such as stroud or hyacinth; run a coaching corner with short, actionable challenges from kris, david, trish, andrew; invite followers to submit their own stories for the blog and podcast, then promote them in posts. Respond to comments within 24 hours to maintain momentum and use the like and share prompts to encourage distribution. Create a simple contact form for partnerships and guest slots; feature real-world case studies and celebrate wins to keep your program proud and committed of the impact. Occasionally, audiences are shook by candor, and these moments offer a chance to deepen trust and invite further dialogue.

Real-world checks from kris, david, trish, andrew show this mix works. kris curates a weekly clip on hiring trends; david shares candid experiences faced by HR teams; trish runs a coaching corner with short tips; andrew tests meister coaching formats to gauge audience appetite. seasoned voices stroud and hyacinth anchor longer programs linking to the blog, promoting authentic insights that inspire action. The content is designed to be helpful, easy to share, and a resource that HR leaders point to as a go-to for practical advice.

Run a monthly analytics sprint to learn what formats perform best; adjust topics, lengths, and posting times; keep a record of what resonates, and promote the best performing pieces with boosted reach. Maintain an authentic voice that teams trust, and keep the momentum alive by inviting new voices to co-create content. Continuous iteration, grounded in feedback from committed readers and viewers, will help you thrive across formats, channels, and audiences.

Actionable playbook: implementing influencer learnings in HR strategy

Start a 90-day pilot to translate influencer learnings into three concrete actions: inclusive recruitment practices, leadership coaching linked to talentculture insights, and a transparent participation framework for managers and teams.

Form a cross-functional squad led by an alumnus from a renowned program, with representation from laura, mike, joyce, craig, michelle, timms, and charney. They translate three core learnings into tangible actions and report progress to the senior team at weekly media reviews, keeping passion for people front and center in the company.

Learning 1: Inclusive recruitment and belonging. Action: standardize structured interviews, diverse panels, and bias checks; track progress with dashboards. Host frequent micro‑teaching sessions that showcase practical examples from the company, and use media channels to surface real‑world wins. Use artificial intelligence to surface bias patterns while preserving privacy.

Learning 2: Leading transformation through leadership coaching. Action: create coaching cohorts for managers, link programs to talentculture insights, and map participation. Have Laura and Craig lead sessions, gather feedback frequently, and publish a concise quarterly report to the executive team.

Learning 3: Mental health, teaching, and participation culture. Action: roll out mental health teaching modules, establish peer‑support networks, and set clear expectations for participation across teams. Leverage internal media to share learnings and celebrate improvements. If a plan will suck time or budget, revise it and run smaller experiments with defined success criteria. When applied well, these steps help ensure the company sustains momentum and trust.

Metrics and governance drive accountability. Target 25% participation in the new microlearning module within 90 days, a 15% uplift in retention of diverse hires over 12 months, and a 10% faster time‑to‑fill for critical roles. Track engagement weekly, and report to leadership every two weeks to keep momentum and transparency high.

To execute consistently, pair each learning with a concrete owner, a short run‑of‑play, and a feedback loop. Use Craig and Laura as anchors for the leadership track, while michelle and timms run the mental‑health teaching components. Frequently surface wins in media attempts to amplify inspiration across teams, and bring in an external voice like waldman or an alumnus mentor network when needed to maintain objectivity and momentum.

Embedding these learnings requires steady collaboration with the broader talent ecosystem and a clear line of sight between HR actions and business outcomes. The approach prioritizes actionable steps, frequent feedback, and a practical balance between innovation and responsibility, ensuring the company maintains its momentum and stays true to its people‑first passion.

KPIs and impact: measuring influence on hiring, retention, and employer brand

Start with a concrete recommendation: map each KPI to a business outcome and publish a one-page order of metrics for leadership. Build a simple three‑pillar framework–hiring, retention, and employer brand–and use a practical guide to pull data from the ATS, CRM, payroll, and engagement surveys. Known benchmarks from bersin, along with insights from steve and timms in related consulting fields, show that tying quality of hire, ramp time, and candidate experience to brand signals drives measurable value for an employer brand that supports a supportive culture.

For hiring, track times-to-fill, cost-per-hire, and quality of hire by source, plus offer-acceptance rate and recruiter efficiency boosted by automation. Pair these with a caregiver-friendly, work-life approach to attract diverse talent, especially older workers who value stability and clear career paths. Use a simple scorecard that learns from past campaigns and demonstrates value to marketing teams seeking aligned messaging and candidate touchpoints.

Retention metrics should include 12‑month retention, voluntary turnover by function, and progression through programs that upskill staff. Monitor participation in development programs and internal mobility, then translate results into an action plan that shows how automation and process changes shorten ramp time and increase employee value without sacrificing personalization. This approach reflects practical guidance from consulting leaders who specialize in workforce planning and employee experience, including figures like osborne and timms, and reinforces the link between engagement and longer tenure.

To gauge employer-brand impact, measure sentiment across channels, share of voice in media, and referrals from current employees. Track engagement with employer-brand content, career-page conversions, TEDx‑style speaking events, and ongoing marketing campaigns. Use skims of monthly data for quick reads by executives while maintaining deeper analyses for HR leaders, ensuring the data supports decisions on participation in programs and the overall employer proposition. By aligning branding efforts with tangible hiring and retention outcomes, you enhance trust with candidates and employees alike, delivering measurable value across fields like marketing, consulting, and HR operations.