Clare Hoad

One of the more meaningful pieces of work I’ve been focused on lately has been introducing a structured probation review process into the business. Previously, probation reviews haven't been something we really used in a formal way. This meant we were missing a big opportunity to set clear expectations, support new starters properly, and give leaders a framework for early feedback. Over the past few months, I’ve been working on: • Building a simple, consistent probation review structure • Helping leaders understand what probation is actually for and how to use it well • Encouraging more genuine, two-way conversations • Bringing in the employee voice, with questions like: – Do you feel supported? – Is the role what you expected? – What motivates you to grow and stay? We now have a solid foundation for valuable checkpoints in the first 6 months of an employee coming onboard which will help alignment, development, and retention. Still evolving this space, but proud to be building something that genuinely sets our people up for success from day one. #WhitsundayFoodservice #PeopleAndCulture #HRLeadership #EmployeeExperience #LeadershipDevelopment #EmployeeEngagement #TalentManagement #WorkplaceCulture

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I'm really proud of this one. Amazon UK has just been validated as a Disability Confident Leader — the highest level of the UK Government's scheme, independently assessed by BASE (British Association for Supported Employment). What does that actually mean in practice? A few things I think are worth calling out: We're creating genuine pathways into work — through Careers4All Supported Employment and our Supported Internship Programme with DFN Project SEARCH, people are moving into permanent roles, not just ticking a box. We're thinking about accessibility end to end — from Sunflower Lanyards and sensory rooms in our fulfilment centres, to assistive tech and dedicated accommodation support through our Global Accessibility & Accommodations team. We're equipping managers to lead inclusively, not just hoping they figure it out. Disability fundamentals training is there for leaders and Amazonians across the business. We have an incredible People with Disabilities Employee-Led Group who don't just raise awareness — they shape policy and culture across UK operations. And we're backing it up with progression opportunities — Career Choice, mentoring, apprenticeships — because inclusion that stops at the point of hire isn't inclusion. Are we perfect? No. This isn't the finish line - but it's an important route marker and we will keep going.....

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What happens when you put Senior HR Leaders in a room to debate all things people, enablement, AI, and capability? You realise almost everyone is wrestling with the exact same challenge - how to adopt new technology without overwhelming people leaders. Balancing automated efficiency at scale with genuine human connection starts with giving managers space to actually lead. A huge thanks to Clutch Events, HiBob, and Anna Volkova for hosting a thought provoking roundtable!

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Love this post Gillian and your discussion at the Mercer conference this week. Context is everything- and the biggest new thinking I’ve been doing since you challenged us to consider, is where future leadership and functional leadership comes from if AI is doing the tasks and blocking key pieces of experience in aspiring HR partners and leaders. Augmentation must be key, as must human mentoring and consciously creating opportunity.

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