Category Archives: Uncategorized

Invitation to attend our HR Directors Boardroom event

HRD Boardroom Header 02

Are you a HR Director? Why not join HRD’s at the next meeting of the HR Directors Boardroom in Birmingham on Tuesday 18th November.

Topic – How HR can create an effective coaching culture and gain a ROI?

Join Jenifer Richmond HR Director UK Coach for National Express PLC and hear about her compelling journey and the challenges of introducing a cultural change initiative that delivers real value.

Companies with strong and effective coaching cultures are often characterised by high levels of employee engagement, productivity, company innovation, customer satisfaction, allegiance – all of which drives profitability.

Jenifer will share her successes around creating a successful coaching culture and also will facilitate debate around two key, topical areas:

  • How HR should keep the momentum going when undergoing this type of cultural change
  • How HR can make the ROI more visible



 Venue: The Boardroom: Eversheds LLP Birmingham

Address:115 Colmore Row, Birmingham, B3 3AL

Date: Tuesday 18th November 2014

Time: 8.30am – 10am

Cost: Free of charge

Our chair for this session is Teresa Dolan Partner in Eversheds Birmingham Employment team.

If you would like to attend please complete the form below or email  you can also call 0845 413 3200. We look forward to welcoming you.

For further insight as to what these debates involve please read the Ashley Kate HR Directors Boardroom at Eversheds London article.


Breakfast Briefing Success for HR Professionals

Jo Pearson - HR Recruitment Consultant for the North West
Jo Pearson – HR Recruitment Consultant for the North West

The Ashley Kate HR Breakfast Briefing held at Eversheds in Manchester was a resounding success!

andrewand naeema

Andrew Moore & Naeema Choudry Eversheds LLP

Over 60 HR Professionals attended this Employment Law update to share a delicious breakfast and discuss The New Right to Request Flexible Working & Calculating Holiday Pay with an update on recent case law developments provided by Andrew Moore and Naeema Choudry of Eversheds LLP.

Ashley Kate HR run these much anticipated legal seminars in conjunction with Eversheds and they form part of a full schedule of HR networking events that we have in place for 2014 for HR professionals right across the UK. These events offer HR an invaluable opportunity to hear about the latest employment law changes, network with other HR professionals and ask direct questions to the legal experts from Eversheds and recruitment teams from Ashley Kate HR.

breakfastHR Professionals began arriving from 8.00am and were welcomed with coffee, croissants and a delicious selection of fruits whilst they enjoyed networking with HR Professionals from many different sectors.

During the event guests were encouraged to join in the ‘live’ tweet meet and posted questions via direct message to both speakers.

Interesting discussions surrounding ‘Redundancy payments based on age being justifiable’ and ‘Awarding compensation for injury to feelings’ Room Picturewere just a couple of the subjects highlighted in this update and prior to the event guests were given the opportunity to put their own questions to Naeema and Andrew which were then covered and discussed with the audience.

At the heart of Ashley Kate HR is a commitment to developing and fostering relationships with the wider community in which they operate as such they are proud to be part of the amazing Master Cutlers Challenge 2014, fundraising for Sheffield Hospitals Charity and Whirlow Hall Farm Trust.  To assist is raising these vital funds raffle tickets were sold and the HR Profession did not disappoint, helping to raise another £71.15 prizes included

prizesSwizzels Sweet Hamper

Edinburgh Cycles Pack

£50 TGI Fridays voucher 


Freshly baked Muffins from Speedibake

If you were unable to attend but would still like to make a donation please click on this link and Donate NOW 

The UK wide HR events are just one part of the Ashley Kate HR Network, which is an exclusive, free HR service we offer to the HR community. If you’re not already a member of The HR Network, Ashley Kate HR is offering you the opportunity to join for FREE so you can take advantage of the many benefits that our current HR Network members enjoy:

  • Invites to our HR Director Boardroom style debating events
  • Quarterly newsletters and bulletins
  • HR activity reports and salary surveys
  • Up to 20% discount off our standard terms of business for all levels of HR recruitment
  • FREE online advertising of all your HR opportunities on our own website and targeted HR websites
  • Extensive networking opportunities through our market leading Social Media group

Comments received from HR Network Guests

“Would you please pass on my thanks to all your Ashley Kate HR colleagues and Eversheds for their time – I genuinely believe these seminars are highly valued and Ashley Kate always does it so well.”

 “I found this event really helpful and useful especially the section on holiday pay calculation”

“I was a really relaxed friendly welcoming environment, it was fantastic to get the opportunity to catch up with fellow HR professionals”

If you are interested in joining the HR Network, want to attend future HR events or wish to discuss any current or forthcoming HR recruitment requirements then please contact Jo Pearson via email on or call 0845 413 3200.

You can find future HR Networking events on our website



Welcome to the “dark side” Luke…….

Jo Pearson - HR Recruitment Consultant for the North West

Jo Pearson – HR Recruitment Consultant for the North West

So, eighteen months ago I joined Ashley Kate HR and began my first foray into recruitment consultancy.  Prior to this, I’d worked as an internal recruiter in a national role with my only experience of agencies (other than several temp roles as a candidate in my younger days) coming in that internal role. 

 Used to ‘batting away’ cold calls from agencies I did initially wonder how I would fare in my new role.   Could I be the person on the other end of the phone making those calls?  Would I have the skills required?  Would internal recruiters and recruiting managers listen to me or would I be met with a groan and a sigh and a “Sorry I’m just really busy right now”?trynot

Now don’t get me wrong, in that role I had some valuable relationships with some very good suppliers who were critical to our recruitment process but I also came across a large number that  were not so good.

Well 18 months on and I have to say, I’m thoroughly enjoying it.  I’ve built many good relationships with internal recruiters and hiring managers and placed a lot of HR professionals in fantastic roles.  My previous misconceptions about recruitment consultancies certainly dispelled.   On a number of occasions when I’ve happened to darthcadertextmention I used to work as an internal recruiter to clients I’ve been met with a response of “Oh, so you’ve joined the dark side?” Which recently got me to thinking about the value of the business I’m in and the link to market that can’t always be accessed by an internal recruiter.  Maybe agencies aren’t just a ‘necessary evil after all.

Here are some of my observations:
Access to passive candidate pool a good agency doesn’t just network with active job seekers but invests a lot of time in building relationships with candidates that will be looking in the future.  Candidates not on the market but who have trust in their consultant to contact them about their ‘ideal’ role to progress their career.  Can internal recruiters allow time to do this, in all the disciplines they require? Agencies that invest this time will always be of value.

An independent view – a consultant can provide a crucial unbiased view of the company and when negotiating offers for candidates and presenting potential opportunities to them, and many candidates I have found; value this a great deal.  Darthvadertogether

An extension of the in-house team – a good external recruiter will know a clients business in detail and be able to work seamlessly alongside it  to present candidates at interview that are ‘job ready’. This benefits the employer and the client.  A great agency will enhance an employers networking capability building a talent pool of candidates for those ‘hard to fill’ roles so when the need arises they’re ready.

Market knowledge – an external recruiter has the benefit of working with multiple sectors and industries meaning a broader knowledge than by the nature of the role; an internal recruiter can often offer.  This is so important in being able to provide impartial advice to candidates and employers in relation to roles.  chosenoneCounter offers are commonly increasing at offer stage as businesses want to retain their best talent. Working with an external recruiter means this process can be managed and not be an unexpected shock.

There are many other points I could refer to here but these are my initial observations based on my time with Ashley Kate HR to date and prior to that as an internal recruiter.  Also, don’t get me wrong; this is not an Internal Recruiter vs External Recruiter assessment – (light sabres at the ready etc…) lightsabresI’m merely making references to an eye opening experience to date and learning the true value of a good Recruitment Consultant.

There’s often negativity about the way some agencies operate, some of this is no doubt not unfounded. But, what about the good ones, the ones that provide an invaluable service; that work on building long lasting, effective relationships; are honest about their approach and treat their candidates as their most forceisstrongvaluable asset? There are some I now know, where the force is strong

For additional advice on combating Counter Offers read my colleague Gemma Stirrup’s  article on Successfully navigating the “Counter Offer” – An Employer’s  Guide 

If you would like any further information or would like to discuss any HR recruitment issues you may face please feel free to contact me,  Jo Pearson HR Recruitment Consultant for the North West on 0161 615 9000 or email I welcome your comments on this matter why not Linkedin with me or Follow me on Twitter.


Ashley Kate HR – We are not only working hard for you but our chosen charities too!!

Ashley Kate HR Midlands and South have got off to a cracking start and have raised £115 so far for from a raffle held at one of our HR Networking events.

This money has been split evenly between the Whitechapel Mission and Base 51.

 base51Base 51 supports young people aged between 12 –25, providing easy access to services including: Health, Counselling, Housing Advice and Support, Learning Support, Support for young parents, practical support such as affordable meals, and free laundry and showers.

Base 51 recognises the challenges facing young people particularly those, who experience relationship breakdown in their families, find school difficult, have been in care, are a young parent or homeless. A “wrap round” service in one centre enables young people to work through these issues, make the transition to adulthood and contribute positively to their local community. Base 51 is in Nottingham city centre and is well used by young people from all areas of the city and walks of life

WhitechapelpngAt the Whitechapel Mission, they have been helping Londoners to help the homeless since 1876, meeting the specific needs of each man and woman who walks through their doors. They are a volunteer led workforce with very few staff, but this does not mean they are a small organisation.  First, they help the homeless by meeting immediate needs: food, shelter, clothing, and medical care.  In their recovery programs, Whitechapel Mission volunteers help address deeper needs for life-skills and job skills training, and addiction recovery.

Whitechapel Mission measure progress against four criteria, which indicate that a life has been transformed from homelessness to hope: connection to family, commitment to sobriety, a job and a place to live, and a plan for the future. The Whitechapel Mission is called to   serve the men and women caught in the cycles of poverty, hopelessness and dependencies of many kinds, and to see their lives transformed to hope, joy and lasting productivity.


Alan our office Gnome

Alan our ‘office’ gnome is guarding the teams wishing well and has collected a pot of money from our recent fund raising initiatives,  Alan loves nothing more than helping to make wishes come true, so with this in mind Ashley Kate HR are working hard to keep Alan happy and are organising their next ‘fun’ ‘FUNDRAISING DAY’

 Mums the word for now but what we can tell you is it’s a good one!  SSShh It’s coming!

To follow our progress like us on Facebook and follow us on Twitter  We are passionate about supporting these charities and over the year we are holding dedicated ‘fund’ days to fund raising specifically for these charities but we are also keen to hear from  our HR connections! We are asking YOU to make a difference to these people’s lives by supporting them as well and the great work they do. You can DONATE direct on to our Just Giving Page.

For information about the charities we support in the North or our national charity please contact Gemma Stirrup on 01142218000 or email her

Thank you in advance for your valued support.



Whirlow Hall Farm Trust – Gemma Turner – Ashley Kate HR

GT Lamb Hug

I couldn’t resist a cuddle

Since Ashley Kate HR partnered with the Whirlow Hall Farm Trustas one of our corporate charities,  I had been eagerly anticipating working with them.   When the opportunity  came up to assist the Trust with their Lambing Day in April it was a hotly contested battle  as to which Ashley Kate HR staff member could attend. The only fair call was made – names out of a hat and I was over the moon when I won!

Fortunately, it was a week of lovely weather and as the sun beamed,  I was looking forward to getting stuck in with whatever the Trust needed help with. What I found was a well oiled and prepared team consisting of  passionate permanent staff and   regular volunteers who gave us our induction, words of support  and set us to task.

My first job of the day was refreshing the other volunteers based on activities such as Pony Rides, Car Park and Front Gates  as well as the petting and lambing areas. Never had I taken the task of tea and coffee making more seriously. We  knew our efforts would be much needed from the chilly but sunny start to the morning and with the vast queues of families gathering outside the gates; it was set to be a busy day.

Working with my team we soon had a well planned formula to get the teas and biscuits out when needed, making sure they were hot and as this was Yorkshire,  making  sure the tea was strong enough! A lunch break gave me the chance to walk around the rest of the grounds. The excitement was palpable amongst the children’s faces, freshly painted with a variety of animals and super heros by the onsite face painting team.

Lamb 47 2You could not help to be caught up in the fun of the day. The Lambing shed did exactly what it said on the tin. I made it in time to see two twin girls being brought into the world and put into a quiet corner to rest. However the week old lambs who had been given a number depending on their birth order were bouncing around like zebedee – number 47 was my favourite.

Whilst helping out on the gate and back to the refreshments in the afternoon the day had soon flown by and was disappointed when it was time to go home. The only thing I had running through my mind when I got to my car was WHEN CAN I GO BACK!  Thanks to all the staff and volunteers at Whirlow Hall Farm Trust for a fantastic day. The event raised over £10,000 that day which will help fund their vital activities for inner city and disadvantaged children.

This year we are fundraising for Whirlow Farm Trust as part of our Master Cutlers Challenge. You can help us raise vital funds for the Farm and Sheffield Teaching Trust by donating  to

Gemma Turner – HR Recruitment Consultant – Ashley Kate HR

GT Lamb 2


Take a look at our Changeboard Q&A Session, Kim MacNamara of Ashley Kate HR talks to Natalie Rogers, HR Director at Retail Savings part of Legal & General about her role, its challenges, and her plans for the next year.


Natalie Rogers - HR Director

Natalie Rogers – HR Director

Tell me about your role

I’m the HR director for Retail Savings, which is part of the biggest business division within Legal and General. I’m responsible for leading the design and delivery of people and organisation strategies for the business unit which employs just over 2,000 employees across a number of UK and international locations.

I’m expected to provide the right support and challenge to the executive leadership team, which includes thought leadership and best practice on a wide range of people issues to drive business improvement.

A key objective for me is to deliver an integrated, efficient and cost-effective HR partnership; I have a team of eight which is made up of five HRBPs and three HR consultants that report into the group HR director for the division.

What challenges have you faced in this role?

Right now, my biggest challenge is working with the executive managing director to bring together his newly formed leadership team and make sure they’re aligned to a common purpose and an ambition of high performance. This is against the backdrop of a recent integration of two legacy business divisions which resulted in the leadership team having to redesign the operating model at the end of Q4 2013, while removing a significant amount of cost out of the business.

The focus on cost will remain a critical challenge for 2014, but creating a culture built upon pride, ambition and performance is a key strategic objective to enable them to realise the customer, digital and growth deliverables we have across Legal & General.

How did you overcome these challenges?

Early on, I recognised that a key lever to delivering a culture of higher ambition was our approach to performance management. It was clear from interviews with line managers and focus groups that performance management was seen as a mechanistic, once a year process which drove pay review decisions rather than a tool that enabled and motivated our people to understand ‘what’ they do, and ‘how’ they do it, links to Legal & General’s brand, strategy and business results.

The outcome from this initial diagnostic created the business case to lead a review of our performance management approach. The project was set up as a business-led initiative; performance management has to be visibly and inspirationally led by the business, therefore setting the project up in a way which demonstrated this was critical to our success.

Our biggest single deliverable was to change their performance rating scales from six to five ratings, a complete overhaul of the ratings framework, and the introduction of ratings and definitions to measure the Legal & General ‘behaviours’. The project team piloted these with 1500 line managers and employees during the mid-year review process, and then successfully launched them for the year-end process, all during a time of significant change. The feedback has been universally positive, and they have definitely created a legacy to be proud of.

What are your HR plans for the future?

In the short term, the focus will be on the need to embed the changes made to performance management that were implemented in 2013. The focus for this year is on building the ‘will and skill’ of line managers and employees; I honestly believe that it’s the ‘hearts and minds’ emphasis that will really create the culture of higher ambition – which of course, need to be built on the solid foundations of the principles and process enhancements.

We’re currently piloting some e-learning and workshops based around core performance management principles – strategic, fair and effective, and drives ambition – our line managers need to be equipped to have meaningful conversations with their people to ensure the firm’s principles come to life.

At a business unit level, it will be creating an ambition of higher performance with the executive leadership team and providing them with a common approach which they can then cascade to their own teams. A continued focus on employee engagement also remains a critical activity, which will start by helping the executive leadership agree how they want to communicate their common purpose, and the step change activities they want their own teams to focus on.

If you are interested in being part of our “HR Director Q&A’’ sessions with Changeboard,  which would provide you with a great opportunity to promote your successes and company brand, contact Kim MacNamara – HR Business Director on  or telephone 0115 922 3000 to discuss further.



Networking at CIPD “Talent Management for the Masses” event

Ashley Kate HR – HR Recruitment Consultant Leon Morley networks with other HR Professionals at the recent Derbyshire & Nottingham CIPD meeting.

At Ashley Kate HR we truly value the power of networking as it allows us to get to know our HR clients and candidates. Networking is about developing long-term relationships and creating a lasting impression with people so they think of Ashley Kate HR positively when an opportunity arises or when they are looking to secure a new role and we can fully represent them for HR roles.

Once learned, networking is a life skill which has many benefits :

  • Raising you and your company’s profile
  • Develop relationships with other HR professionals
  • Establish best practice knowledge
  • Learn and stay abreast of the new HR methods and business methods
  • Source inspiration, knowledge or contacts to assist with a new project you are undertaking
  • Help you find a new job!

Leon recently attended the Derbyshire and Nottinghamshire CIPD meeting. This was a highly effective networking opportunity for Leon, the attendees and the meeting featured a guest speaker; Scott Hobbs (Director at Talent & Potential). This well attended meeting focussed and discussed the topic of, “Talent Management for the Masses”.


Scott’s track record includes working for household named companies such as Centrica (British Gas), The AA and Amey. Clearly companies of this size can prevent difficulties when providing a Talent Management programme for the Masses. However, Scott highlighted  that, “Often talent management processes focus just on the high potentials, but that we need talent systems that motivate everyone, and that allow people to make the most of their strengths”.  He was able to go into detail and gave some great examples of how he (and his former colleagues) managed to roll out a Talent Management strategy for the majority and not just the select few.

After the meeting Leon commented that he had, “found the evening very informative and interesting”. The event had given him a greater understanding of how HR people think and what their current challenges are which will no doubt deepen his understanding even more so when recruiting for his HR clients and assessing HR candidates, and indeed he was keen to share his experiences with other Ashley Kate HR Consultants when he returned to the office.

This was also a very useful networking trip for Leon as he was able to catch up with delegates whom were known to him in the years he has been recruiting as well as meeting and establishing new HR relationships.  He told colleagues the following morning that, “it was lovely to see lots of faces and catch up in a less formal setting with clients and candidates’’.

If you click here you will be able to contact the local branch network to find out more about that particular event and also hear about future events taking place in the Derbyshire and Nottinghamshire branch as well as those that the CIPD run nationally.

Ashley Kate HR – HR Recruiter of Choice also run similar networking events around the UK and our next Employment Law Seminar, run in conjunction with Eversheds, is in Nottingham later this month on the 26th March.

Click here to book your place and reap the rewards of networking.


Do HR Salary Trends reflect HR’s most “in-demand” Skills?

2014 is envisaged to be the year when the green shoots of economic recovery will truly start to flourish. Indeed, in July and August 2013 Ashley Kate HR registered more HR jobs in a monthly period than ever before.  But as many organisations continue on their HR transformation journey, few are significantly increasing headcount, as more often and not it is to create a leaner more systems based HR infrastructure, resulting in a widening gap between strategic and operational HR roles.

Spring TimeWhilst arguably the HR Generalist is still the most sort after skill set; the role of HR Generalist is evolving and HR Business Partners with strengths in change management and ER remain the most sought after by employers. An ability to “influence at all levels” and give return on investment are now as crucial as technical HR expertise  and this is positive news to HR professionals who enjoy representation at board level in most businesses.

With commercial acumen being the key component on many job descriptions, a trend for “in-recruiting” has emerged, with companies specifying the desire to recruit from within their own sector rather than take any unnecessary “risk” recruiting a HR professional without industry knowledge. Equally, many businesses still consider side-ways HR appointments as the safest bet mainly due to increased workloads that discourage them from considering a more developmental candidate.   HR professionals may risk becoming labelled by their sector as movement becomes more difficult between a select number of businesses.

2014The good news is that many organisations are re-investing in the People agenda with a number planning significant organic growth projects for the second half of 2014 leading to an increase in Internal Recruitment roles at all levels. The role of leadership remains a clear focus across all sectors, with many businesses looking to “re-model” their senior leaders through significant leadership development and engagement exercises.  Whilst many HR professionals who are working in larger businesses are adopting a purer version of Ulrich’s model (transactional, centres of excellence and partnering) this is creating an opportunity for many to  hone their  specialist “in demand” skills (e.g.  talent, OD, performance management.

Without a doubt, the most commercially minded HR Professionals are thriving in this changing climate and it is becoming increasingly difficult to attract and source Top Talent who are already fully engaged in leading their organisation’s change journey. Those who are leading critical projects are being significantly counter-offered or incentivised to stay. The traditional methods of attraction such as advertising or contingency recruitment are in the decline as organisations favour more passive routes to market such as social media networking or speculative agency approaches.

To find out more about the latest HR Recruitment trends why not join our HR Professionals Network LinkedIn group and you will be able to access a free copy of Ashley Kate HR’s Salary Survey. Our salary survey guide has been produced from a nationwide HR salary and Benefits survey combined with details from our extensive database of HR candidates and HR vacancy registrations with salary ranges split by sector, region and levels reflecting the diversity of UK businesses. As a member of one of the fastest growing HR specific LinkedIn groups you will also have the opportunity to build further connections, engage with other UK HR professionals and Ashley Kate HR Recruitment Consultants and keep abreast of the latest HR thinking.


Are you hot property for 2014?

KimRecently Kim MacNamara HR Business Director at Ashley Kate HR  was selected to be part of a hand picked group of recruitment industry experts by Changeboard to share their views and expectations for HR in 2014.

Kim highlighted that there is a  “confidence in the air and a greater call for HR” in the current global recruitment market and that there had been a noticeable surge in HR roles being registered this year for Ashley Kate HR. HR were looking for HR “that could offer game changing skills” to cope with the demands of the current HR market, the desire  to remain competitive is strong and HR were increasingly seeking the “perfect” match when recruiting .

Ashley Kate HR  believe the market will become more competitive as firms fight for the best HR talent so why not take a look at what other advice Kim offers HR by clicking here

She mentioned that firms need to work more collaboratively with their recruitment partners  to build pipelines, so it is imperative you align yourself with a trusted HR recruitment firm. Please contact Kim on 0115 922 3000 or email her at if you would like to understand more about the value added services that Ashley Kate HR can offer you – whether you are looking for a new challenge for yourself or are looking to recruit for your HR team.


Ashley Kate HR Networking Event – Nottingham 2014

HRN Header 01


We would like to invite you to the next Ashley Kate HR Network Event where leading employment lawyers from international law firm Eversheds LLP will provide an update to HR professionals on key legal developments including;

  • The new right to request flexible working;
  • Long awaited TUPE reform; and
  • Update on recent case law developments.

Venue: Novotel Nottingham
Address: Bostocks Lane, Nottingham, NG10 4EP
Date: Wednesday 26th March 2014
18.00 – 20.00 pm

This is an essential update for anyone involved in HR.

The evening will be led by Clare Ward & Vanessa Kelly from the Eversheds LLP Human Resources Group.

Clare Ward
Clare is a Senior Associate who advises on all aspects of contentious and non-contentious employment law, including; claims for unfair dismissal, wrongful dismissal, race, sex, disability, religious and age discrimination. Clare also advises clients in relation to employment contracts, grievances, disciplinary matters and other policies and procedures, the handling of redundancy processes and the employment aspects of business transfers which fall within the Transfer of Undertakings (Protection of Employees) Regulations 2006 (“TUPE”). Clare is an experienced Tribunal advocate. Clare is also a trade union specialist and is a member of Eversheds’ labour law team. She advises in relation to all aspects of industrial relations matters including the recognition process and balloting for industrial action.

Vanessa Kelly
Vanessa is an Associate who deals with all aspects of employment law. Vanessa advises on both contentious and non-contentious employment matters, including reviewing and drafting employment contracts, policies and procedures, advising on business reorganisations and handling tribunal claims for unfair dismissal, wrongful dismissal, sex, race and disability discrimination. Vanessa works with both public sector and private sector clients. Vanessa has advised a local authority client on multiple cases brought against it under the Equal Pay Act and has recently assisted on the employment aspects of a large international share acquisition for a private sector client.


The event is sponsored by Ashley Kate HR and is free to all HR Network* members. Non-members will pay a small charge of £25 (plus VAT) per delegate.

Buffet & refreshments are provided.

We look forward to seeing you on Wednesday 26th March

Email Luke Hinchley to book your place, or to find out more information about this HR Networking Event.


At Ashley Kate HR we are proud to be the ‘HR Recruiter of Choice’ and are committed to sourcing candidates at a standard which exceeds our clients’ expectations.

If you are looking to add a HR Professional to your current team, or looking for a new role, do not hesitate to contact us on:

0845 413 3200

*Membership of the Ashley Kate HR Network is FREE and opens a range of additional exclusive benefits including substantial discounts on introduction and advertising fees, free attendance at HR Network seminars held at many locations nationwide and free newsletters, salary surveys and HR research. If you are interested in finding out more about HR Network membership please contact Luke Hinchley.