Below you will find an outline of HRD Connect’s content calendar for upcoming quarters of 2024.

If you would like to submit an opinion, feature as our HR Director Spotlight, or contribute to our forthcoming articles please reach out to [email protected] or [email protected].


World Health Day 2024: A spotlight on occupational health and wellbeing.

Glassdoor – an asset or HR’s worst nightmare: This article will explore the pros and cons of Glassdoor, a popular employer review platform. It will examine how HR leaders can leverage Glassdoor to enhance their employer brand, attract top talent, and gain valuable insights into employee sentiment. Conversely, it will also address the potential risks and challenges posed by negative reviews, such as reputation management and maintaining confidentiality.

Neurodiversity in the workplace: The piece will highlight the benefits of fostering a neurodiverse workforce, providing insights into creating an inclusive environment that celebrates and leverages the unique perspectives and strengths of individuals with conditions like ADHD, autism, and dyslexia.


Reflections – navigating the UKs new visa requirements: With the recent changes to UK visa regulations, this piece will provide an in-depth analysis of the new rules and their implications for businesses. It will offer practical guidance for HR professionals on navigating the updated visa application process, ensuring compliance, and supporting affected employees during the transition.

Mental Health Awareness Week – destigmatising mental health: This article will explore the crucial role HR professionals play in destigmatizing mental illness and creating a supportive workplace environment for employees with mental health concerns. It will delve into strategies for raising awareness, providing resources and support, implementing mental health-friendly policies, and fostering a culture of openness and understanding. The piece will also highlight the business benefits of prioritizing mental health, such as improved productivity, reduced absenteeism, and increased employee engagement and retention.

Mindfullness in the workplace: This article will focus on the benefits of implementing mindfulness and meditation programs in the workplace, highlighting case studies and providing practical tips for HR leaders to introduce these initiatives effectively.

International HR Day: It will discuss the importance of embracing digital transformation, leveraging technology and data analytics to drive HR processes and decision-making. Additionally, the piece will explore the adoption of agile practices within HR, such as design thinking, rapid prototyping, and iterative improvement, to enhance responsiveness and adaptability to organizational needs. The article will provide insights and practical examples of how HR leaders can position their teams as strategic partners, driving innovation and organizational agility.


From HR leader to growth catalyst: This article will explore how HR leaders can evolve from being perceived as administrative gatekeepers to strategic growth catalysts within their organizations. It will provide actionable steps for HR professionals to become influential business partners, such as developing a deep understanding of the company’s financials, industry trends, and growth objectives, and aligning HR initiatives with these broader goals.

Fostering LGBTQ+ Inclusion Beyond Pride Month: This article will explore strategies for creating a truly inclusive workplace culture that embraces and supports LGBTQ+ employees year-round. It will delve into topics such as implementing inclusive policies, fostering allyship, and creating safe spaces for open dialogue and expression.

Breaking the Rainbow Ceiling: The piece will examine the challenges and barriers faced by LGBTQ+ individuals in attaining leadership positions within organizations. It will highlight successful initiatives and best practices for identifying, developing, and promoting LGBTQ+ talent into leadership roles, fostering a more diverse and inclusive workplace.


Stay interviews- Keep your top talent engaged: The article will focus on the concept of stay interviews, a proactive approach to understanding and addressing potential reasons for employee dissatisfaction or flight risks, providing practical tips for implementing an effective stay interview program.

Biohacking for performance: The piece will delve into the emerging field of biohacking, exploring how HR leaders can leverage scientifically-backed techniques, such as nutrition, sleep optimization, and wearable technologies, to enhance employee wellbeing and performance.

HR Chatbots – do they really work?: This article will explore the implementation of chatbots and conversational AI in HR processes, such as onboarding, benefits administration, and employee self-service, to streamline operations and improve the overall employee experience.


Passive candidate sourcing to secure elusive candidates: The article will delve into innovative strategies for sourcing and engaging passive candidates, including leveraging social media, employer branding, and building talent pipelines.

Gamification in employee engagement: This article will examine the use of gamification techniques, such as leaderboards, badges, and challenges, to boost employee engagement, motivation, and participation in various HR initiatives.

Redefining Job Architecture for the Skills Economy: Innovative approaches to job design and organizational structures to support a skills-based vs. role-based workforce.


Humanizing Your Employer Brand- Standing Out in a Sea of Sameness: Tactics for infusing authenticity and emotion into your employer branding to create a differentiated, memorable candidate experience.

Reverse mentoring: This article will explore the benefits of reverse mentoring programs, where junior employees mentor senior leaders, facilitating knowledge transfer, promoting diversity and inclusion, and fostering a culture of continuous learning.

Ethical considerations of AI-driven performance management: The piece will explore the ethical implications of using AI and machine learning in performance management systems, addressing potential biases, transparency concerns, and providing guidelines for ensuring fairness and accountability.