Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Diversity and Inclusion Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Diversity and Inclusion Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Diversity and Inclusion Strategy (Large Organisation) category instead.

This award celebrates an organisation that places diversity and inclusion at its core. A winning entry will showcase comprehensive efforts to provide exceptional support and opportunities for women, people from diverse ethnic backgrounds, the LGBT+ community, disabled individuals, and other underrepresented groups.

The entry should describe not just the ethical imperative behind the strategy, but the business drivers too. It should detail how the HR team has approached D&I with a data-led approach.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• A clear narrative that demonstrates why the D&I strategy was implemented, how it is linked to broader business strategy and how it is embedded within wider company ethos.
• Inclusion should be at the heart of the strategy – it should encompass all members of the organisation, rather than focusing on a specific group, and clearly demonstrate how diversity, equality, and inclusion are embedded throughout.
  
• Evidence of how the organisation collects diversity and inclusion data and how it is analysed.
• A narrative on the strategy's implementation, communications, and success.
• The impact of the strategy should be supported by strong data and metrics. While not essential, additional context such as anecdotes, employee or customer feedback, and case studies can also be included.
  
• Evidence the D&I strategy is part of the corporate ethos, not just in terms of employment but also in how it serves customers.

This entry should focus on the overall business impact and outcomes delivered by the HR team.

More specific elements of the HR strategy - such as wellbeing or learning and development are better suited to their respective categories.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Diversity and Inclusion Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Diversity and Inclusion Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Diversity and Inclusion Strategy (Large Organisation) category instead.

This award celebrates an organisation that places diversity and inclusion at its core. A winning entry will showcase comprehensive efforts to provide exceptional support and opportunities for women, people from diverse ethnic backgrounds, the LGBT+ community, disabled individuals, and other underrepresented groups.

The entry should describe not just the ethical imperative behind the strategy, but the business drivers too. It should detail how the HR team has approached D&I with a data-led approach.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• A clear narrative that demonstrates why the D&I strategy was implemented, how it is linked to broader business strategy and how it is embedded within wider company ethos.
  
• Inclusion should be at the heart of the strategy – it should encompass all members of the organisation, rather than focusing on a specific group, and clearly demonstrate how diversity, equality, and inclusion are embedded throughout.
  
• Evidence of how the organisation collects diversity and inclusion data and how it is analysed.
• A narrative on the strategy's implementation, communications, and success.
• The impact of the strategy should be supported by strong data and metrics. While not essential, additional context such as anecdotes, employee or customer feedback, and case studies can also be included.
  
• Evidence the D&I strategy is part of the corporate ethos, not just in terms of employment but also in how it serves customers.

This entry should focus on the overall business impact and outcomes delivered by the HR team.

More specific elements of the HR strategy - such as wellbeing or learning and development are better suited to their respective categories.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

This award will recognise an organisation with a well-developed early careers strategy. This may focus on a specific area - such as apprenticeships, graduate training schemes, or T-Levels or highlight a broader approach that supports multiple pathways into employment.

Please note: The programme must have been in place for a minimum of 12 months to demonstrate its success.

Judges will look for:

• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy.
• A thorough understanding of the strategy’s impact, using metrics, evidence, and case studies to demonstrate positive change on recruitment, retention, and employee engagement rates. A return on investment will need to be demonstrated.
• Evidence that organisations have sourced talent from a wide range of backgrounds and that the strategy is a good for the workforce and reflects employee needs.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Judges will be looking for a well-rounded, clearly defined strategy that places employee engagement at the core of the business. The strategy should take a holistic approach, showing how various aspects of the employee experience - such as recognition, organisational values, employee voice, culture, and internal communications - have been thoughtfully integrated to strengthen engagement and support the organisation’s overall goals.

Please note: The programme must have been in place for a minimum of 12 months to demonstrate its success.

Judges will look for:

• An innovative engagement strategy that addresses an important business issue which is clearly explained.
• A clear narrative that demonstrates how the strategy is having an impact on the organisation, including metrics on improvements to engagement and productivity levels and other relevant measures. Medium and long-term impact should be addressed.
• Evidence of how the engagement strategy is linked to and improved key business objectives and outcomes.
• Evidence that the HR team has considered how to define employee engagement according to their context and thought holistically and strategically about the levers that will impact engagement.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Judges are looking for a strategy that not only makes a positive impact on the organisation’s wider community but also aligns closely with its HR, commercial, and strategic objectives. 

Entries should demonstrate a broad, integrated approach to ESG, highlighting how various elements - such as environmental considerations - have influenced the wider people strategy.

Submissions must also clearly show the role HR has played in shaping and delivering these ESG initiatives.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• A clear narrative that demonstrates why the strategy was implemented, what its objectives are and what has been achieved.
• Evidence of success, including how it has benefited the community, please use metrics, anecdotes, and case studies.
• Demonstrate how the ESG initiative/strategy is linked to corporate and HR strategy and benefits the business.

Please note: Entries to this category will often also be eligible for other categories such as Best Learning and Development Strategy or Best Recruitment Strategy.

Please get in touch if you’re unsure whether your strategy is eligible for both or if you would like advice on which to enter.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Health and Wellbeing Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Health and Wellbeing Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Health and Wellbeing Strategy (Large Organisation) category instead.

This award will go to the organisation that provides the most compelling evidence that their strategy for health and wellbeing in the workplace not only works but has also created a clear and measurable return on investments made in this area.

Please note: Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• An innovative wellbeing strategy that addresses an important business issue and links to the business case.
• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy.
• Evidence of success: return on investment and how it has strengthened the organisation – please prioritise metrics. Anecdotes, staff feedback and case studies also welcomed. Judges will award extra points to entries that demonstrate how the strategy is linked to engagement and productivity levels.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Health and Wellbeing Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Health and Wellbeing Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Health and Wellbeing Strategy (Large Organisation) category instead.

This award will go to the organisation that provides the most compelling evidence that their strategy for health and wellbeing in the workplace not only works but has also created a clear and measurable return on investments made in this area.

Please note: Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• An innovative wellbeing strategy that addresses an important business issue and links to the business case.
• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy.
• Evidence of success: return on investment and how it has strengthened the organisation – please prioritise metrics. Anecdotes, staff feedback and case studies also welcomed. Judges will award extra points to entries that demonstrate how the strategy is linked to engagement and productivity levels.

To view last year's winning entry, please click on the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Judges are looking for an organisation that has used technology to move HR forward. It could be via the application of HR software and analytic systems, online recruitment or an e-learning programme and AI and chatbots. It could also explore how HR has supported a major tech investment across the organisation.

Please note: Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• A clear narrative that demonstrates why technology was implemented, the business case for it and how employee buy-in was gained and retained.
• Judges will be looking for genuine innovation that takes the organisation’s specific context into account. Consideration will also be given to the scale of investment relative to the type of technology implemented.
  
• Evidence of success linked to the original business case: return on investment and metrics showing how it links to employee engagement and productivity.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

The internal communications strategy can be part of an ongoing process or development in the organisation.

Please note: The communications strategy/initiative must have been in place for at least 12 months.

Judges will look for:

• An innovative communications strategy that addresses an important business issue. Judges will look at the different communication channels used and their relevance.
• A clear narrative that demonstrates the strategy's scale, the impact it is having and how it reaches into the wider organisation.
• Evidence of how the communication process has proved effective in the uptake, as well as its medium and long-term impact.
• Evidence of success should include return on investment and how it has strengthened the organisation – please prioritise metrics, anecdotes, customer feedback and case studies are also welcomed.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Learning and Development Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Learning and Development Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Learning and Development Strategy (Large Organisation) category instead.

Judges are looking for those that invest effectively in the development of their people. Entries should be organisation-wide strategies covering all L&D activity.

Entrants should provide details about the business need, outline the strategy, and explain how it is communicated to the workforce.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• An innovative L&D strategy that addresses an important business issue.
• A narrative that illustrates how the strategy was implemented and the journey from implementation to success.
• Evidence of genuine board-level commitment to learning and development
• Evidence of success: return on investment and metrics. Judges will look for evidence of impact and how this is evaluated.

If your learning and development strategy is focused primarily on early career development, you may want to consider entering the Early Careers Strategy category instead.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for Best Learning and Development Strategy are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the Best Learning and Development Strategy (SME) category.

If your organisation has 250 people or more, please submit your entry to the Best Learning and Development Strategy (Large Organisation) category instead.

Judges are looking for those that invest effectively in the development of their people. Entries should be organisation-wide strategies covering all L&D activity.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• An innovative L&D strategy that addresses an important business issue.
• A narrative that illustrates how the strategy was implemented and the journey from implementation to success.
• Evidence of genuine board-level commitment to learning and development.
• Evidence of success: return on investment and metrics. Judges will look for evidence of impact and how this is evaluated.

If your learning and development strategy is focused primarily on early career development, you may want to consider entering the Early Careers Strategy category instead.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Judges are looking for evidence of innovation and bottom-line contribution through enhanced recruitment and improved retention. Entries could range from one-off projects in key areas through to the implementation of new policies covering all resourcing activities – but should have been in place for at least 18 months. They should be presented in the form of a business case study supported by relevant metrics.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• Real innovation in recruitment and retention – and the application’s ability to demonstrate that.
• A clear narrative that demonstrates why the strategy was implemented, its goals, KPIs and how it is having an impact on the organisation.
• How the recruitment and retention strategy ties-in with the employer brand.
• Evidence of success: how it has strengthened the organisation, please use metrics with supporting anecdotes and case studies where appropriate.

Please note: If your recruitment strategy focuses solely on diversity and inclusion efforts as part of a broader business strategy, please consider whether it might be better placed in the HR Excellence Awards’ Diversity and Inclusion category. Organisations can place the same entry in multiple categories – but the fee for each entry applies.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

This award recognises where an organisation has closely aligned benefits, reward, and/or recognition strategy to business objectives in order to incentivise and enhance productivity. Judges will be looking for tangible evidence that shows how the strategy had a direct impact on employees and subsequently, the organisation's bottom line.

Examples of initiatives that could be entered in this category include: the introduction of an innovative approach to benefits, a new employee and team recognition strategy, impressive work around reducing a gender pay gap, or the introduction of a new pay structure that’s achieved strong results in terms of productivity, attraction, and/or retention.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• A clear narrative that demonstrates why the strategy was implemented and how it is linked to broader business strategy.
• Demonstrate why the strategy is innovative in its given context (e.g., an acknowledgement of external challenges, for example public sector austerity).
• Evidence the strategy is a good fit for the workforce.
• Evidence of success, including return on investment and how it has strengthened the organisation, please use metrics, anecdotes, and case studies.
• Demonstrate how the strategy has benefited engagement, retention, productivity and other relevant measures.

Please note: Entries into this category must demonstrate clear understanding of the organisation’s wider strategy. If you are a supplier entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entrants should give details of how their organisation defines and spots talent, where responsibility for managing talent sits, how they deliver appropriate development opportunities and how they monitor and measure the success of implementation and outcomes.

Please note: Strategies must have been running for at least 18 months to allow judges to assess their real impact.

Judges will look for:

• An innovative talent strategy that addresses an important business issue.
• A clear narrative that demonstrates how the strategy is having an impact on the organisation.
• Evidence of success: overall outcomes and impact of the talent management strategy must be showcased, and metrics are important. Judges will look for return on investment and the impact the strategy has made since implementation.

Please note: Entries into this category must demonstrate clear understanding of the organisation’s wider strategy.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

This category covers organisations that have completed a successful people-focused business transformation programme. Areas that will be assessed include making the business case for change, its communication, implementation, and measurement. Entries can include those where external interim resources have been brought in to achieve a positive outcome and successful merger and acquisition programmes.

Please note: The programme must have been in place for a minimum of 12 months to demonstrate its success.

Judges will look for:

• An innovative change/transformation programme that makes a clear business case for change.
• How effectively the programme is communicated, implemented, and measured, including how it has overcome any resistance. The role that HR has played in the programme, such as when HR was brought into the process and its impact.
• Evidence of success: how it has strengthened the organisation, please use metrics, anecdotes, customer feedback and case studies.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must be based in the UK. This category is for solo and team-based HR consultancy businesses.

This award recognises an HR consultancy that has collaborated with a client on a specific people-related project within the last 18 months to address a business need. The entry should highlight how the consultant(s) worked closely with the HR, L&D, or OD team, ensuring that both the supplier and the organisation’s employees were actively involved and engaged. The supplier must include written permission from the client on the entry form, along with a client testimonial.

Judges will look for:

• A clear narrative that demonstrates what the strategy achieved for the business.
• A thorough understanding of the strategy’s impact, using metrics, evidence, and case studies to demonstrate positive change on employees. A return on investment will need to be demonstrated.
• The success of the strategy should be assessed based on its impact on business performance (demonstrable), its effect on employees (legacy), and the benefits it brings to the wider community.
  
• How you have enhanced the profile and reputation of independent HR consultancies.
  

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for HR Team of the Year are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the HR Team of the Year (SME) category.

If your organisation has 250 people or more, please submit your entry to the HR Team of the Year (Large Organisation) category instead.

This award recognises UK HR teams from the public, private and not for profit sectors for their work within the function and their business partnering with other departments. The entry must focus on overall team efforts, demonstrate a collaborative approach, and show an ability to attract and develop internal talent within the HR department.

Judges will look for:

• An innovative approach to people management, considering challenges to your industry and the business model in which you operate. Judges will consider the scale of your team and service provision, please ensure this is clear. Context is important, so please include this to give the judges a clear picture of the team, the kind of resource available and the business environment in which your organisation operates.
• A clear narrative that demonstrates how the team is having an impact on other functions and the wider business.
• Evidence of success: How has your team strengthened the organisation? Please include metrics, anecdotes, and case studies. Judges will also consider customer feedback and how it is gathered.
  

The focus of this entry should be on the business impact and outcomes of the HR team. More specific elements from within the HR strategy such as wellbeing or learning and development should be considered for entry in the appropriate category.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Entries for HR Team of the Year are split into different categories dependent on company size.

If your organisation has 10-249 employees, please enter the HR Team of the Year (SME) category.

If your organisation has 250 people or more, please submit your entry to the HR Team of the Year (Large Organisation) category instead.

This award recognises UK HR teams from the public, private and not for profit sectors for their work within the function and their business partnering with other departments. The entry must focus on overall team efforts, demonstrate a collaborative approach, and show an ability to attract and develop internal talent within the HR department.

Judges will look for:

• An innovative approach to people management, considering challenges to your industry and the business model in which you operate. Judges will consider the scale of your team and service provision, please ensure this is clear. Context is important, so please include this to give the judges a clear picture of the team, the kind of resource available and the business environment in which your organisation operates.
• A clear narrative that demonstrates how the team is having an impact on other functions and the wider business.
• Evidence of success: How has your team strengthened the organisation? Please include metrics, anecdotes, and case studies. Judges will also consider customer feedback and how it is gathered.
  

The focus of this entry should be on the business impact and outcomes of the HR team. More specific elements from within the HR strategy such as wellbeing or learning and development should be considered for entry in the appropriate category.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have a UK-based CEO and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

The best people-focused CEO category is open to the chief executives of UK based organisations.

You cannot self-nominate for this category – nominations are welcomed from the HR lead/team, peers, and colleagues.

Submissions for this category should include:

• Testimonials of the CEO’s commitment to and involvement with the organisation’s people strategy, including diversity and inclusion.
• Evidence of the CEO’s visibility throughout the organisation and in the media.
• Examples of how the CEO champions a positive workplace culture, including support for wellbeing, employee engagement, and professional development.
• Demonstrated impact of their leadership on employee retention, satisfaction, and performance.
• How the CEO has supported or led people-focused initiatives during times of challenge or transformation, such as organisational change, crisis management, or remote working transitions.
• Recognition from external bodies or industry peers for their people leadership (if applicable).
  

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

The prestigious HR Director of the Year category is open to HR leaders at the top of their organisations, including Chief People Officers, Chief HR Officers, People and Culture Directors, and other similar titles.

You cannot self-nominate for this category – nominations are welcomed from the HR team, peers, and colleagues.

Entries must have a UK-based HR director and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

Submissions for this category should include:

• An overview of initiatives and strategies pioneered in the past 12 months, highlighting their commitment to diversity and inclusion, including relevant metrics.
  
• Details of how best practices are shared within the organisation and externally, showcasing thought leadership in HR.
  
• Evidence of collaboration with leadership and other departments to drive HR strategy and business objectives.
• Impact on employee engagement and retention, demonstrating how their leadership has contributed to a positive workplace culture.
• Specific challenges overcome, such as navigating change, crisis management, or adapting HR strategies in a fast-evolving business environment.
• External recognition or awards received for their HR leadership and initiatives, if applicable.
  

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.

Entry deadline: Friday, 1st August 2025.

All entries must have both a HR team based in the UK and a UK office. If you are a supplier or provider entering on behalf of a client, we strongly suggest you ask the client to enter themselves and assist them with their entry if necessary.

This award recognises the next generation of game-changing HR directors. It is open to HR professionals below director level who have already made a significant impact within their organisations. Nominations can only be made by colleagues, peers, or mentors; self-referrals will not be accepted.

Judges will look for:

• A clear narrative of what has been achieved and in what context – how much experience does the candidate have? What sector do they work in? What is the candidate’s background and personal development? This will help the judges compare entries.
• Evidence of the impact the candidate has had on the organisation's HR strategy, with a focus on measurable metrics.
  
• Testimonials from HR and other business leaders that highlight how the candidate has added value to the organisation.
  

There is no charge for entering this category.

For inspiration, you can take a look at last year’s winning entry by clicking the icon below.