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Richard Grove

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Richard Grove

Senior Consultant - HR

I was brought in by Pro to lead the HR offering across the Charity, Third and Public Sectors. I specialise in placing HR professionals on a permanent, fixed-term and interim basis.   

I have over 4.5 years of recruitment experience. Sectors include; Charity & Not-for-profit, Central Government, Local Government and Housing. 

Over 4.5 years experience in recruitment but 2 years specialising in HR.
I have recruited people on a contingent basis as well as a retained basis where I have built multiple in-house teams for my clients. 

In my spare time, I spend a lot of time playing & cleaning up after my two pups, Luna & Storm. 

I’m a keen but average golfer.. 

Massive Spurs fan

Love a holiday!

Enjoy going to the cinema, going out for dinner and going to the pub.

My dream job…. Other than playing golf professionally, I’d love to be a football manager!

You get paid good money to watch football week in, week out and get circa three months holiday per year - what’s not to love?!  


richard's latest roles

  • HR Advisor

    £35000 - £38000 per annum

    Role: HR Advisor Location: London Salary: Up to £38,000 Contract: 12 month fixed-term contract Reporting into: HR Partner Profile: Are you an experienced HR Generalist, able to deliver a high-quality HR Advi...

  • HR Advisor - Employee Relations

    £35000 - £38000 per annum

    Role: HR Advisor - Employee Relations Location: London Salary: Up to £38,000 Contract: 12 month fixed-term contract Reporting into: HR Partner Profile: Are you an experienced HR Generalist, able to deliver a...

  • Interim Head of People

    £400 - £465 per day

    Interim Head of People £400-465pd (Inside IR35) or £70,000 FTC (Pro-Rata) 4 months (initial contract) Are you an experienced HR Generalist that is available on short or immediate notice? Do you have experien...


What people say about Richard

I have worked with Richard on a number of different assignments. He has always been extremely helpful, professional and knowledgeable. 

I have known Richard for a number of years, and he is a genuine and truthful person. Richard is the consultant that bothers to say in touch, even when his clients are busy, he is respectful helpful and really cares - a rarity in today's employment consultants.

What a great support Richard has been to me in my job search; letting me know when there was no news, having faith in me, being honest and generally being fantastic!
Thanks, Richard - your support in helping me to find a new role was invaluable.


Companies Richard has worked with

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Tower Hamlets Homes is an award winning ALMO (Arm's Length Management Organisation). A not-for-profit company set up in 2008 to deliver high-quality housing services.

Tracing its origins from the Great Exhibition of 1851, the Science Museum has pioneered interactive science interpretation for more than eight decades and is the most visited museum in the UK by school groups.

In October 2018 likeminded housing associations Metropolitan and Thames Valley Housing formally completed a partnership to form Metropolitan Thames Valley. Metropolitan Thames Valley provides housing at different levels of affordability for people living in London, the South East, East Midlands and East of England.


richard's articles


Healthy Work-Life Balance - Advice For Employers

Posted by Richard Grove

Maintaining a good work-life balance can be difficult, but there are ways that you, as an employer can make sure that pressures of the UK’s work culture don’t negatively affect the lives of your employees outside of work. Creating a good balance between time allocated for work and leisure is important to our overall wellbeing and happiness, yet research has shown that almost one-third of UK employees feel they don’t have a good work-life balance. The recent sophistication in personal technology has blurred boundaries between the office and home life, and this combined with the expectation in some workplaces to remain “switched on” makes it more difficult to “switch off” from work mode and have a separate life outside. However, there are various ways to achieve a positive work-life balance - we’ve listed some helpful tips in this short read below! 4 Tell-Tale Signs Of An Unhealthy Work-Life Balance Regularly working long days and feeling unhappy about the time you spend at work A study by the Mental Health Foundation found that as weekly hours increased, so did the unhappiness of employees, with 27% of respondents reporting feeling depressed, 34% feeling anxious, and 58% feeling irritable. Neglecting aspects of your life outside of work The same study also found that nearly two-thirds of respondents experienced a negative effect on their personal life as a direct result of work, including physical and mental health problems, poor relationships and poor home life. Regularly taking your work home with you If you find yourself or your employees checking work emails regularly at home, or working on the weekends this could be a sign of a poor work-life balance - research even found that 44% of employees did some form of work while on their annual leave. Constantly feeling physically or emotionally drained A noticeable increase in both physical and emotional fatigue and in your intake of caffeine, alcohol or nicotine could indicate being overworked and unable to concentrate properly at work or relax in your spare time. 4 Things You Can Do As An Employer Work-related stress costs Britain on average 10.4 million working days per year! Here are just a few examples of things that employers can do to ensure employees are maintaining a good work-life balance. Encourage activities that promote a healthy work-life balance Offer discounted gym membership or promote group lunchtime exercise to encourage employees to exercise, or encourage relaxation or meditative activities to relieve stress. Encourage a culture of openness about workload and responsibilities If employers encourage communication between themselves and employees regarding time constraints and workload, they can ensure employee’s jobs are manageable and avoid unnecessary work-related stress. Develop policies specifically related to work-life balance Consider providing better training to managers so they can spot stress and poor work-life balance, and allow staff members to attend counselling and support services during working hours (as they would for other medical appointments). Additionally, the number of companies offering flexible working arrangements to best suit employees has increased significantly in recent years, and this can make a huge difference! Last but not least, promote messages of maintaining a good work-life balance If employees are shown that a healthy work-life balance is important, employers may well find that people are happier coming to work, productivity is boosted, and people’s overall wellbeing is improved. Here at Pro, we believe a healthy work-life balance is key and we offer everyone in the Pro family flexible working arrangements as well as countless benefits, while encouraging everyone to pursue a good work-life balance. As a result of getting the environment and the culture right at Pro, the by-product is happy employees and company-wide success. For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or


10 Things You Didn't Know About: Mandy Eddolls - HR Engagement Director

Posted by Richard Grove

Mandy Eddolls is the Interim HR Engagement Director at University of Warwick. She is an expert on developing People & Organisation strategy to effect major transformational change and drive performance and engagement, has a wide experience of stakeholder engagement and a broad range of experience in different sectors. 1. What three traits define you? Resilience, pragmatism and humour 2. What’s the weirdest job you’ve ever had? I once had a summer job in a company that organised artificial insemination for dairy cattle herds. I hasten to add that I had a job in the office there! 3. How do you define success? Doing the right thing, not the easy thing 4. If not HR, what would the dream be? Gardener. I love my garden and am happiest when I’m there. As long as I have someone who can do all the heavy manual work for me! So maybe a supervisory gardening role 5. What is your personal philosophy? That life is awfully short, and we should grab all the opportunities that we can. 6. How do you start your day? Grumpily. I’m not very talkative in the morning and prefer to keep myself to myself for the first hour or so, listening to the radio or checking Twitter while drinking lots of coffee 7. What’s your favourite thing about working for your current company? Higher Education is an endlessly fascinating sector – you get to meet some amazing people who really do change lives in the course of their work 8. What are the secrets to good leadership? Humility, visibility and never forget that you’re part of a team as well as leading it 9. What is your favourite holiday destination and why? Brittany – it’s diverse, great climate, great food and even better wine 10. If you were able to invite 4 people to dinner (alive or passed), who would you invite, and why? Alun Wyn Jones – as a proud Welsh woman, I’d like to say thank you to him for thumping the English at Rugby on Saturday, Alan Bennett because his wry observations on life, politics, love and class have been constant reading through my life, Cardinal Wolsey – history presents him as a deeply paradoxical man – greedy and abstemious, philanthropist and self-serving, chaste and yet over indulgent – I’d like to see for myself and Vic Reeves because he’s funny, strange and very talented. For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or


10 Things You Didn't Know About Hilary Anderson, Head of Recruitment at Metropolitan Housing Association

Posted by Richard Grove

Hilary Anderson is the Head Of Recruitment at Metropolitan Housing Association. The Metropolitan Housing Association deliver care and support to customers with a wide range of needs, specialising in services for older people and for people with mental health issues and learning disabilities. We also deliver a wide range of shorter-term services which provide customers with intensive support. Find out more about Hilary in this 60-second read. What advice would you give yourself 10 years ago on how to become a Head of Recruitment? Don’t wait to be asked, if you see something could be improved be brave and put your ideas forward It takes time and can be uncomfortable at times but, create your networks, you can have the best ideas in the world but people buy into you as much as what you know or can do for them What is your greatest career achievement? Having great people to work with, it’s amazing, the more I do this the luckier I get with my teams What is the best thing about working for Metropolitan Thames Valley? Working with people who are passionate about making a real difference in people’s lives, sounds a bit trite but it’s absolutely, unequivocally and unconditionally true How would your team describe you? Always wanting the best for them, not always nice but always loyal and ready to support when you truly need it. If not in HR/Recruitment, what would the dream be? Archaeologist Biggest superstition/fear? Spiders and not being good enough Favourite film? Depends on my mood, Out of Africa, Second Hand Lions, I like happy endings. Favourite holiday destination and why? Too many to choose from and I haven’t been everywhere yet, I love the Middle East because of its history, Italy (ditto) I’m happy scrambling around ruins, placing my feet where people lived thousands of years ago is fascinating. If you were able to invite 4 people to dinner (alive or passed), who would you invite, and why? Martin Luther King, Titus Vespasian, Howard Carter, Marilyn Monroe, I could ask them what really happened. Who is your hero/idol? My Father For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or


All I Want for Christmas Is a HR Interim Role

Posted by Richard Grove

Are you a Senior HR professional looking to secure a HR Interim role in the New Year? Why Wait? In the current market, we are increasingly seeing Senior HR Professionals move into the world of interim, new approaches to work-life balance, exploring personal interests, engaging in new challenges and a simple way of experiencing different industries are some of the many reasons. In this short article, I'll look at why it's a good idea to start looking for a HR Interim role before the new year really kicks off and what benefits an interim role can offer. Why Interim HR? Interims are viewed as being specialists in their chosen areas and can come in with a fresh outlook on projects and challenges making them invaluable to organisations. The benefits of working as an interim/senior temp in within HR are numerous, as mentioned above, work-life balance is high on the list along with having the opportunity to select the most interesting projects or the ones that you feel will give you that additional edge going forward. High-level HR interims tend to feel a greater sense of job satisfaction to permanent fixtures as they have more ability to control their working life and have an end goal which suits results-oriented project focused HR managers. Why Apply for HR Interim Roles Now? We are fast approaching the end of 2018 and it can be tempting to think ‘I’ll look in the new year’, this mindset could cause you to miss out on fantastic opportunities to join a new organisation, take on an interesting new project and hit the ground running in the new year, as opposed to joining the many other immediately available, qualified professionals in the race for the right new role in January. Historically January is a quiet time on the recruitment front, people returning from the festive break, settling back into their roles and picking back up on previous personnel requirements meaning the process can essentially start from scratch, if you are already in there, this won’t happen! Now, let’s talk Christmas, it costs a lot of money! There are the parties, the presents, the drinks, the lunches and the travel to organise. Securing yourself a great new interim HR role before the Christmas break means more Christmas spending money, less stress looking for work in the new year and something to look forward to! Interim HR professionals tend to work on the more niche, interesting and challenging roles and with this, comes a higher financial reward. Pro-HR works tirelessly over the holiday period ensuring our clients are fully stocked and ready to hit all their new year goals straight off the bat. Currently working on some great roles and with some amazing Senior Interims. Now would be a great time to get in touch, whether you are looking to explore the interim HR world, looking for your next interim HR role or just want an informal chat about the HR market and possibilities. For more information about this article, or to speak to Richard about your recruiting needs or interim HR jobs in London or Nationwide, contact him on 02072696353 or


How You Can Make the Most of December in HR

Posted by Richard Grove

Christmas is always a tough time for professionals working in HR, especially HR Directors. As a HR recruiter, I’m always torn as to whether I’m looking forward to Christmas or not, from a work perspective at least. Whilst I must note that I absolutely love Christmas, it can have a negative effect on the workforce or those on the market. So with so much going on in December how do you keep motivated and keep productivity up at work in December? In this quick 2 minute read I'll look to give you the best ways to combat December head on, keep the best talent coming in right up until Christmas and ultimately start the New Year off in the right way. Christmas is a great time to plan for the year ahead and finish off any existing projects but for some businesses, Christmas can prove to be challenging. So what are the most common issues facing HR in companies during this festive period? Well, I've listed the top four positives and negatives that keep coming up when I speak with HR professionals: Pros Cons Secret Santa Recruitment delays which can lead to a negative experience for new candidates Drinking on a school night isn’t frowned upon Availability to meet/interview with senior staff/ key stakeholders is near impossible An endless supply of food on desks Sickness Great morale An influx of annual leave 1. Recruitment delays All the above in the “Cons” section are a recurring issue that several businesses face during the Christmas period, but for those who can combat the above have an excellent chance of starting the New Year on the front foot. But how do you combat these issues? Whilst I’d be keen to hear how HR directors and HR managers combat Sickness and the flurry of annual leave, I have listed my thoughts below on the other areas: Be clear on how desperate you are to get this person/s in; Is it business critical? What impact will it have if you push the recruitment into January? Do you or your team have the time and capacity to recruit this person? Do you have the budget to recruit and what is the difference in costs between recruiting direct or via an agency? 2. Availability Relating to interviews, is it possible to block out time in someone’s diary in advance so that you have pre-agreed interview slots? The further ahead of time where you can book such meetings the greater chance that candidates can make arrangements. Remember it's important to consider what impact a delayed or cancelled meeting may have on your brand or chances of securing the best talent? 3. Motivating staff It's imperative to keep staff motivated throughout December in the lead up to Christmas. With shopping, partying and socialising all ramping up towards holidays employees can sometimes check out both entally and physically. The best way to combat this is to try to create a fun environment. Having spoken with a number of HR Directors some of the best suggestions that I've encountered are: Team competitions Decorations Be a bit flexible when it comes to working hours – If people need to leave earlier or start slightly later, this can have a very good effect on morale. Gee up the troops! Set short term and long term targets and highlight wins, no matter how big or small 4. Plan your year While the new year may seem like a hazy dot on the horizon it'll come round a lot quicker than you think. Have a plan and get working on it so that when January comes around you aren't blindsided by a hundred different things and lose focus on the bigger picture. Discuss plans for next year and in particular what your staff's personal goals are. If you can visualise the end goal or measure the success, how are you going to get these? What do you want to achieve next year? What do you want to change in your life? How are you going to measure success? What do you need to do for the remainder of the year to start on the front foot for next year? While it can be easy to let December slip away and get swept up in all the jollities of the season, being organised and planning ahead can really minimise the impact that Christmas has on your business. If you manage to really nail your HR functions in December ahead of the January rush then you'll hit the ground running in January. For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or


10 Things You Didn't Know About: Peta Newlin, Interim Head of Human Resources

Posted by Richard Grove

Peta Newlin is an accomplished and qualified Head of HR professional with extensive managerial experience, working as part of the Senior Leadership team across the whole spectrum of HR, L&D, OD and contract management. She has worked in private and public sector in strategy development, recruitment, payroll, employee engagement, process redesign, cultural change, policy review and design, OD, systems, data analytics, ER, benefits. What advice would you give yourself 10 years ago on how to become a senior leader in HR? Three things; 1. Don’t underestimate your ability; keep believing. 2. Learn from your mistakes. No one ever improved without making a few mistakes along the way. 3. Don’t be afraid to ask your team if they can they offer solutions to issues; they’ll be only too pleased to help! What is your greatest career achievement? Taking on a role in an area which I had little strategic expertise in. I worked hard and within eighteen months with the help of the most fantastic team, I had rolled out employee self service on a HR/Payroll system to 5000 staff at multi sites, obtained IiP status where it had previously not been achieved, procured and rolled out a Management Development Programme, designed and launched a start up apprenticeship programme & launched e-learning to all staff. All of which linked to our People Strategy. Who is the best manager you’ve worked for and why? Anne-Marie Scott; she encouraged me, steered away from micro managing me, was approachable and very knowledgable. She believed in my ability and encouraged me to do the same. I still go to her for advice now. How would your team describe you? Ooh, I think you’d have to ask them that! My last sizeable team provided me with great feedback, stating that was I was clear about our objectives, incredibly fair, kind and supportive. They were fabulous too. I knew I could trust and rely upon them to deliver. If not in HR, what would the dream be? Organising big events like weddings, balls and charity do’s. I love all of the detail of planning, buying beautiful things and making people feel special. Biggest superstition/fear? Not walking under ladders! What is your morning routine before work? Builders tea (X2), shower, check the weather before I get dressed and some meditation if I have time. Finally, kiss my husband goodbye. Favourite holiday destination and why? Cyprus, it’s my little bolt hole in the sun. Lovely long walks on the beach, relaxing, shopping & reading all the books that I haven’t had chance to read all year. If you were able to invite four people to dinner (alive or passed), who would you invite, and why? My Dad who passed away way too early, Dr Mark Kilgallon who has coached me and is so inspiring, Alan Sugar, who would make my ideal boss and Micky Flanagan for the crack. What is your life hack/top tip? Don’t put off today what you you can do tomorrow. For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or


What does it take to be a successful Senior HR Interim?

Posted by Richard Grove

Are you a HR Director or senior HR professional looking to make the switch from permanent to interim? Interim HR jobs may be a temporary provision of Human Resources but they are far from a stop gap for those working in HR. No, HR interim jobs are usually reserved for those HR heavyweights who have proven themselves time and again. Surviving and excelling as a successful Senior HR interim is a different ball game to being a successful permanent fixture. Interim HR jobs come with the benefits of flexibility, financial rewards and the opportunity to work alongside some very impressive and talented people while taking on challenging and interesting projects. However, it isn't a calling for everybody and this article attempts to help you determine whether you'd flourish or fail in an interim HR job. How does your CV hold up against all the other experienced interims on the market? As senior HR interims tend to earn a higher rate than their permanent counterparts they are expected to be the best in a competitive market. With this in mind, you've got be sure that you stand out. Think about what your key strengths are and how you can match these to a client's needs. Highlight these key skills on your CV and portfolio so that the client can easily pinpoint exactly how you can help them when reading your application. Are you financially independent? It would be great to live in an economy where HR interims are consistently going from contract to contract. Unfortunately, the reality is there are often gaps between assignments. Some of these gaps can even last for a few months so you need to ensure that you have a plan B if interim work slows down. Ask yourself, are you are able to survive if you were to go three months without work? What are your interview skills like? Interviews for interim HR jobs are a much shorter, competitive and urgent than a traditional permanent role interview. You may only have one chance to make a good impression and get people to buy into you and what you can offer their organisation. Would you be confident, mentally strong and physically able to constantly take on a new role and environment every few months? Interim contractors have short notice periods, which means you are quickly and easily replaced. You need to be willing to pull out all the stops and work at your highest possible level to ensure you stay at the top of your game and be seen as irreplaceable. Changing your working environment and the colleagues you surround yourself with regularly can be mentally taxing, all those names to remember! How strong is your network? Good interim roles need good people, the best interim roles you will find will be on platforms such as LinkedIn so make sure you are connected to the right people and consultants who can help you when you are in between contracts. We spoke with an Interim Senior Recruitment and Resourcing Specialist who has been working successfully as an interim for six years throughout charities, educational institutes and regulatory bodies. As a Recruitment Specialist, he works both angles, as a hiring manager and candidate. What advice would you give someone that is looking to start their interim HR career? To understand that it’s not a permanent role and doesn't have the security or benefits a perm would have. You need to be adaptable and flexible (stepping into new projects and quickly get up to speed). It’s a pressurized environment and things need to get done quick. You must be very proactive and not rely on others to give you the answers. Contractors are recruited for their expertise and are relied upon for advice and answers. Be clear about why you want to become an interim and what success would look like, research the market, talk to and listen to recruiters and experienced interims who know your market and the decision makers, understand the IR35 legislation and the tax issues around setting up your own limited company, set an achievable financial plan and most importantly clarify and articulate your USP - what are you selling and how will you differentiate yourself in a crowded market where you will be in competition for work with experienced interims who have a track record. Your first role is crucial to begin to build an interim CV so be prepared to compromise on the money, the role, the location, the sector, the organisation What would you say your biggest challenges are as an interim? The changing demands of the role and working on multiple projects. Currently, I'm working on 6 different projects. When I was starting out it was managing the breaks between contracts and accepting that this is a natural part of being an interim; now it's all about keeping in contact with my network and understanding a changing market in order to adapt my own proposition. Understanding IR35 in the public sector (and its potential impact from 2020 in the private sector) is crucial What do you look for when recruiting interims for your team? Their CV must show they have been contracting for a while. I personally would not recruit someone who has been permanent and now wants to move into a contracting role, unless its a low-level contract. A track record and the ability to remain an objective, independent third-party interim who is prepared to challenge the status quo while at the same time clearly shows an understanding, empathy and (short-term but absolute) commitment to the organisation and the team; also somebody who can articulate what success looked like in previous roles (i.e. outcomes) rather than just listing job description-type functions (i.e. outputs). Moving from role to role and organisation to organisation regularly means that relationship skills are incredibly important along with the ability build trust quickly at all levels You still interested in senior interim HR jobs? Whilst working as a Senior HR interim can throw up many challenges and takes nerves of steel it can be an incredibly rewarding career path for HR professionals. Having read the above, if you feel you have what it takes to make it in an interim HR job then please get in touch with Stacey on the details below. For more information about this article, or to speak to Richard about your recruiting needs or interim HR jobs in London or Nationwide, contact him on 02072696353 or


10 Things You Didn't Know About: David Woodman, Interim Director, Human Resources at Ambition School Leadership

Posted by Richard Grove

David Woodman is the Interim Director, Human Resources at Ambition School Leadership. Ambition School Leadership runs leadership development programmes in England that enable school leaders to create more impact in schools that serve disadvantaged children and their communities. What three traits define you? Responsibility, Professionalism and importantly – a sense of humour. What’s the weirdest job you’ve ever had? Working for a south coast Local Government organisation, that had strong links with the Church and Hampshire Regiments and had to conduct training in old watermill which at the time was part of the estate. How do you define success? Success for me is contributing to positive outcomes that benefit the organisation I am working for and by implication the people working in and across the organisation. An example is creating agile working environments that support a diverse workforce. What would you do (for a career) if you weren’t doing this? I would be in conservation in Africa, striving to care for our endangered wildlife and building sustainable developments. What is your personal philosophy? To understand and treat others with respect. How do you start your day? With a good thought – usually I am alive. What’s your favourite thing about working for your current company? Autonomy and being listened to as the Director of HR and Change. What are the secrets to good leadership? To first believe in what and why you are doing. Then create teams of people who you care for and the results will be close behind. What makes your company unique? It has a mission that everyone really buys into, rather than just a place for a job. Who do you most admire in your industry? I try to learn something from everyone, as I think all great people are right for a particular time or place. However being creative with “People” in my HR industry, my overall favourite is Sir Arthur Conan Doyle, as without him we would not have the illuminating stories of Sherlock Holmes, and therefore the world would be a duller place. For more information about this article, or to speak to Richard about your recruiting needs or HR jobs in London or Nationwide, contact him on 02072696353 or