Boutique brilliance: HR at the table – boutique, bold and future-focused
Earlier this year, I had the privilege of co-hosting a Boutique Brilliance roundtable alongside Abigail Benham and Georgie Procter. We brought together HR business partners from boutique private equity firms to share insights, build partnership and discuss the future of work in people. Our aim was to foster sustainability, informed decisions and optimise the work environment for long-term success.
Abigail captured the spirit of the event perfectly on LinkedIn: “A spectacular turnout, full of incredibly talented individuals. It’s a pleasure to do this job.” I couldn’t agree more. What drives meaningful dialogue among future HR leaders? For me, it’s the willingness to share, challenge and learn from one another, especially when it comes to strategic decision-making, building a sustainable ecosystem and unlocking the full potential of our teams.
Our discussion focused on how HR business partners collaborate with partners, business leaders, managing directors, executive directors, co-founders and senior leaders to drive business strategy and optimise business performance. We explored how the pandemic has accelerated digital transformation, automation and the adoption of new technologies, including generative AI and data analytics, to streamline workflows and drive innovation in people practices.
Performance management: moving beyond rankings
We began by discussing how firms are approaching performance management and employee engagement. I’ve seen a clear move towards hybrid models that blend annual reviews with continuous feedback, enabling more agile goal-setting and real-time course correction. These initiatives help optimise business performance and streamline day-to-day workflows. Traditional ratings and rankings are being replaced by development-focused frameworks, with qualitative feedback, 360-degree reviews and AI-supported analytics now leading the way. Many organisations are decoupling performance ratings from compensation decisions, which encourages open dialogue and puts the emphasis on potential, growth and career pathing. Data-driven metrics and benchmarks are increasingly used to inform strategic decision-making and talent development, ensuring HR teams can drive continuous improvement and future-proofing for long-term success. We also discussed how competencies and skillsets are evolving, with HR business partners playing a key role in upskilling teams and supporting high-performing cultures.
Change management in practice: integration and alignment
Change management was another key theme, especially for those navigating integrations and organisational transitions. Successful initiatives embed change management from the outset, with strategies such as leadership alignment workshops, transparent communication plans and dedicated change leads. Firms use town halls, pulse surveys and cross-functional task forces to ensure alignment among stakeholders, while cultural integration is supported by shared values workshops and peer mentoring. Policies and people practices are being adapted to reflect new structures, with revised onboarding, flexible team configurations and unified performance frameworks. Consistency is maintained through centralised human resource governance and regular leadership check-ins, which are essential for large-scale transitions and maintaining a positive impact on employee experience and retention. Sustainability in people practices and adaptability are now key priorities for business leaders and decision-makers. Our partnership with frontline teams and in-house HR functions is vital for driving continuous improvement and supporting wellbeing, mental health and wellness initiatives.
The HR business partner role: agility and impact
We also explored the evolving role of the HR business partner in the wider business strategy. In boutique firms, HR business partners are often embedded within leadership teams, balancing strategic planning with operational delivery and stakeholder engagement. In smaller organisations and start-ups, HR business partners tend to be more hands-on and generalist, while those in larger firms focus on strategic enablement and driving innovation. Leadership style plays a significant role in shaping whether the HR business partner function is proactive or reactive. In boutique settings, adaptability, personalised support and founder alignment are paramount, with HR business partners acting as culture carriers and change agents. The HR function is increasingly leveraging new technologies, including automation, artificial intelligence, generative AI and data analytics, to streamline day-to-day workflows and optimise employee experience. HR teams are also prioritising wellbeing, mental health and wellness initiatives, recognising their pivotal role in supporting team members and business goals. Competencies in cyber security, digital transformation and upskilling are becoming essential for high-performing HR teams.
Looking ahead: talent, flexibility and purpose
As a recruiter, I’m seeing a shift towards skills-first hiring, increased demand for flexible work and a greater focus on purpose and values. Candidates expect transparency in employer value proposition (EVP) and clear career development opportunities. Firms are investing in internal mobility programmes, learning platforms, hybrid work models and wellbeing initiatives. Boutique organisations are updating their EVP to reflect authentic culture, leveraging technology to personalise employee experiences and offering flexible career paths to retain top talent. The next generation of HR leaders is embracing digital transformation, upskilling and using digital platforms to connect with stakeholders and drive business growth. Some of our recent financial services case studies highlight how partnership and continuous improvement are essential for future-proofing organisations and achieving world-class results. Top talent is increasingly seeking high-quality work environments and opportunities to reach their full potential, upskill and eventually access leadership roles.
I’m proud to be part of a company that champions bold, forward-thinking HR leadership in the current business landscape. Thank you to everyone who joined us. Abigail, Georgie and I are looking forward to continuing the conversation and building lasting partnerships.
Get in touch today to discuss your hiring needs.
