Making change human: how our People Team is supporting a thriving organisation

Behind every organisational strategy is a human story — of people adapting, learning, and doing their best through change. That’s why our People Team in Adur & Worthing is focused on more than just policies or processes. We’re building a culture where people feel supported, trusted and able to grow.

From flexible working to safeguarding, wellbeing to workforce development, our People Team is creating the conditions for a resilient, adaptive, and inclusive organisation — one quiet conversation, one learning space, and one thoughtful decision at a time.

“Change isn’t just a strategy — it’s how we show up for each other.”

From HR to human-centred change

You might expect HR teams to focus on handbooks and contracts. Ours is doing that and more — making change feel human.

In the past few weeks, we’ve been:

• Coordinating end of year — an invisible but critical set of activities to ensure staff are supported and paid
• Redesigning our recruitment system to help people attract people to come and work for us.
• Supporting teams through major redesigns — on our Regenerative Development, Finance, People & Change, Social Prescribing and Legal & Democratic Services redesigns.

These aren’t just HR projects — they’re part of our commitment to make our organisation more caring, curious and collaborative.

“We’re learning that how we treat our people is our strategy.”

Supporting people through change

Change can feel uncertain — even overwhelming. But small things can make a big difference. We’ve been:

• Holding 1:1 conversations with people affected by redesigns, so no one hears news for the first time in a team meeting.
• Sending regular weeknotes, s an open window into what’s going on.
• Creating a simple, honest roadmap that helps everyone see how people, savings and services connect.

This is about helping people feel seen, supported and steady — even when everything around them is shifting.

“The most human thing we can do in change is listen.”

What we’re learning

Here are a few principles we’re trying to live by:

1. Care and clarity go hand in hand The more clearly we explain why change is happening and how people will be supported, the less overwhelming it feels.

2. Connect the dots for people Whether it’s job families, budgets or team changes — showing how things fit together helps people feel part of the journey.

3. Workforce change is everyone’s responsibility The People Team might lead it, but managers, peers, and systems all have a role to play in how change lands.

4. Learn out loud We’re not getting everything right. But by sharing what we’re doing — we help others feel safe to try, too.

“Culture change comes from how we treat each other in the everyday.”

Where next

In the coming weeks, we’ll be:

• Developing workforce planning to help have the right talent in the right place for what we need
• Continuing to support teams through redesigns
• Onboarding our new improved recruitment system

Because change doesn’t happen overnight — but it does happen when we build systems that care.

“Organisations don’t change. People do. And our job is to make that change just a little more possible.”