(PR in) HR Pulse | HR News Round-up: June
Photo by Alexander Mils on Unsplash
LinkedIn Live: Thought Leadership
We are thrilled to announce that Kay Phelps and Hazel Maclaurin will host a LinkedIn Live session on thought leadership for brands that support the HR sector.
Join Hazel and Kay on Monday 7th July at 12pm (BST) for a 30 minute LinkedIn Live.
This bite-sized session has been designed to help HR brands learn:
Why you should use thought leadership if your clients are in Human Resources
What HR decision-makers want from thought leadership
How to use thought leadership to become recognised for your expertise
How to build a thought leadership program, no matter your business size
How to collate and utilise data and research even if you think you don’t have the resources
And how to get your content the attention it deserves; activating it through PR, social and owned channels.
We know time is precious, so we’re keeping the session short and full of tips to fit in with busy schedules, but we will have a brief, optional Q&A session afterwards to open the conversation further.
The Rise of Conscious Unbossing
Gen Z employees are increasingly turning away from traditional leadership roles in a movement dubbed “conscious unbossing”.
They’re not rejecting leadership outright but reimagining it—shunning long hours, rigid hierarchy, and politics, in favour of purpose-driven roles, flexible work, and continuous skill growth.
Martin Colyer, innovation and AI strategy director at LACE Partners, one of our clients, says Gen Z are less drawn to the pressure and stress that’s traditionally associated with management, prioritising a balanced lifestyle.
Rather than climbing the classic corporate ladder, it seems many are now seeking impact through subject-matter expertise.
Large organisations are responding with skills-based progression, where influence, coaching, and decision-making can occur at all levels. Colyer debunks the idea that innovation comes from people in leadership roles, he says that by allowing this “expertise ecosystem” people are getting the opportunity to lead through their craft rather than job title alone.
However, it does raise structural challenges: leadership experience and knowledge transfer must be considered to ensure some kind of mentorship or experiential learning is passed on to bridge gaps between generations.
While others view the term as another iteration of employee disengagement, others see it as a leadership opportunity. By fostering an environment around meaningful work, ground-level experts often drive the most impactful breakthroughs.
The future of the workplace may depend on HR pivoting to develop skills and understanding Gen Z. Offering two parallel growth paths—one through management, the other through expert influence—each honouring the importance of leadership in its own form.
Read the full article in WorkLife
How Chief AI Officers are Becoming Priorities for Big Firms
A recent report by pltfrm’s All In: The Corporate AI Race, highlights that nearly half of the UK’s largest companies now have a Chief AI Officer (CAIO), with 42% of those roles established in the past year and 48% among the most valuable publicly traded firms.
CAIOs are emerging as strategic, “bet-the-company” hires, integral to driving business priorities amid what’s being dubbed the fifth industrial revolution.
Typical CAIO candidates come from data science (50%), consulting (21%), or engineering/tech roles (17%), highlighting the need for leaders to bring technical expertise with business acumen.
Notable hires highlighted in the report include Pfizer, Lloyds and Goldman Sachs. Paving the way for corporate commitment to AI.
An interesting point the article reports, is that only a few CAIOs report directly to the CEO – with most remaining within tech functions such as CIO, CTO, or CDO.
This could be because the role demands balancing innovation with ethical, risk, and regulatory oversight, especially under frameworks like the EU AI Act as well as driving competitive advantage through early AI adoption.
However, there is still some uncertainty as to whether the role draws comparisons to Chief Digital Officers in the 2010s, where the peak of digital transformation just became standard practice. Will Lahaise, co-founder of pltfrm, suggests that if AI becomes such a deeply embedded part of business functions, the CAIOs responsibilities may merge into existing tech roles. In fact, the report acknowledges this theory, and questions whether to re-visit the data in 5 years to see if CAIOs are still being hired.
As AI becomes mainstream, HR leaders are urged to fill the talent gap, by building internal talent and upskilling leaders. According to Gartner, 82% of CIOs say a lack of AI skills is holding them back from achieving key strategic objectives.
Whilst the need for AI skills is obvious, sourcing candidates is a lot harder. Lahaise recommends offering upskilling programmes, considering dual-leadership models and finding candidates with AI skills and broad business knowledge.
Read the full article in HR Executive
2025 Spending Review – What does HR need to know?
Earlier this month, the government announced its 2025 Spending Review, with chancellor Rachel Reeves setting out a multi-year funding framework focused on public service renewal and economic resilience through strategic investment. She clearly stated that her purpose is to make working people better off.
The key takeaways for HR are:
Skills for young people – Chancellor Reeves pledged £1.2bn to boost training and apprenticeships for over a million young people. The plan supports 16–19-year-olds with high-quality education and trials new approaches to tackle youth inactivity.
Tackling Unemployment - The government will invest over £3.5bn in employment support by 2028-29, aiming for an 80% employment rate. This includes tailored help for those with health conditions and £625m to train 60,000 construction workers, all part of efforts to boost skills, reduce inactivity, and create better job opportunities nationwide.
AI Action Plan – Reeves announced that £2bn will go towards the governments’ AI Action Plan. This includes £160m for TechFirst to ensure people have the skills to deliver technological change.
Pay rises for the public sector – Recognising the ‘cost of living’ as a constant challenge, she has increased pay for public sector workers.
Whilst these workplace investments are welcomed, Ben Willmott, head of public policy at the CIPD warns the review largely neglects adult workforce development, ACAS funding for new employment regulation, and business management — raising concerns over the delivery, regulation support, and the need for a comprehensive skills and employment strategy.
Read the full article in People Management
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