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How we work

We produce our Forward Features for each year in September and publish around this time for the entire year for the publication topics that we will be covering for the year ahead. We will undoubtedly add or amend features during the year so that we can respond to ‘hot topics’ or investigate subjects in greater depth where appropriate – the best way to keep up-to-date is to check our website regularly, as any changes will be posted there immediately.
To see our latest Forward Features – click here.

Each month we feature an exclusive interview with a Senior HR Leader. Since we only have 12 opportunities for this during the year, we are very selective regarding who we profile. However, if you are a Senior HR Leader and would like to be interviewed or you have someone you would like to propose, please email us with an explanation of what they could offer within the interview at

We are always looking for content for our website and interested in receiving thought-led features/case studies/comment pieces, relevant news, legal updates and blogs each month, which also expand on topics covered in the publication. If you have an article that is too late for inclusion in our publication, please add it to our Editorial Portal, as our lead times are much shorter. Copy length for such articles is approximately 1500 words. Please submit your articles at our Online article submission portal – click here.

We welcome News items and Press Releases which are relevant for our Senior HR Readership and due to the volume we receive, if they are of interest, we will put these live and you will be receive an email confirming the link and that it has been published. To submit your content, please our Online article submission portal – click here.

theHRDIRECTOR is feature led, and we always include case studies, strategy and comment from key organisations and industry experts. We only cover HR news items on the website and legislative news in the In Brief section of the magazine. We can assure you that every press release is read (scanned, at least!) so it generally isn’t necessary to call to check that we’ve seen it. After this, it would be dealt with in one of the following ways:

  1. If it’s the type of news item that we do cover on the web, it will be saved and used for that purpose and you will be alerted via email if you are successful or if not, you will receive a ‘decline’ confirmation. Please note, we do not cover news of client wins etc, so please bear this in mind when you send us press releases.
  2. If you are working with a new client and have some interesting case studies or comment that is relevant to a feature in a future issue, please do send us the information as it will be kept for use as background to that feature – but it’s not worth ringing to see if we are going to use it as a news piece!
  3. If it’s news of an HR appointment, appropriate to our readership (Senior HR Leader, board appointments or similar HR roles), we will use it on the ‘Movers and Shakers’ section of the website, BUT ONLY IF it is accompanied by a photograph. Again, we do not usually notify you of this usage, so you will need to check regularly. Please send appointments to
  4. Ideas for features, comment or case studies that are appropriate for the issue that the editor is commissioning at the time, will be considered within a short time after receipt. If we want to use them or discuss them further, we will contact you. If we don’t think they are suitable we do try to reply, but on some occasions this may not happen – as you can appreciate, we are sent a large number of releases every day.
  5. Ideas for features, comment or case studies that are appropriate for issues later in the year, will be filed for consideration nearer to the time. It has been known for us to contact a PR agency several months after they have sent a release – so when we say we file releases appropriately, we honestly don’t mean we just put them in the bin!
  6. If you pitch a completely new idea for a feature, we will always reply – but it may not be very quickly.

theHRDIRECTOR policy on editorial amends
When any article is sent to theHRDIRECTOR, before it is published on any of our platforms, it is subject to editing, which includes:

  1. A general review of the article to assess it for relevance to our subjects and of interest to our readers
  2. Analysis to make sure that the article is not; biased, unfair, libelous or salacious
  3. Proofing for typographical errors
  4. We will also take a call on the level of self-promotion and marketing of products and services
  5. The article may also be subject to editing to fit format and style

Legal content editorial note
We expect and rely upon our contributors of legal content to be accurate and we will endeavor not to edit any article in such a way that would change the meaning of the content. If we are ever uncertain about a point within legal content, we will always revert back to the content provider for clarification.

Editorial policy
We reserve the right not to publish an article on any of our platforms, if it does not adhere to our policies or fails to meet criteria and standards.

Finally, I would also like to make a quick comment about the name of our publication – theHRDIRECTOR. We would appreciate it if you do refer to the magazine correctly – often it is called HR Director, HR magazine, the HR director etc, none of which are correct, and some of which start to blur the boundaries between ourselves and other HR magazines in the sector. Thank you for your help in keeping our brand clear and intact!

We look forward to working with you in the future.

The Editorial Team

Read the latest digital issue of theHRDIRECTOR for FREE

Read the latest digital issue of theHRDIRECTOR for FREE