Brexit is the biggest challenge faced by HR professionals in decades. But it is also a massive opportunity.

First and foremost it is an opportunity for businesses to gain huge competitive advantage. Secondly, it is a defining opportunity for HR to shake things up and establish themselves as thought leaders and strategic partners. 

9 months on from the crucial Brexit vote, many businesses seem to still be adopting a "wait and see" approach but - as anyone involved in change management will tell you - this is a dangerous strategy.

We know that the Brexit vote is likely to cause huge uncertainty. So how can HR demonstrate credibility and leadership in uncertain times?

You may consider some or all of the following:

• Do a Brexit impact assessment - identify risks, opportunities and possible options
• Check the integrity of your workforce data!
• Start to review all major functions/projects/programmes
• Decide how you're going to weather the storm - are you going to retract and constrain costs or take a more principled, strategic long term view?
• Decide what dedicated Brexit resources will be needed both within HR and across the business to take advantage of new operational markets and to implement change
• Put a change management strategy in place to ensure upheaval will be managed effectively

How are you planning to tackle the HR challenges ahead?

What HR strategies have you already introduced to tackle the immediate uncertainty?

How are you planning on responding in the medium term while a new Brexit deal is negotiated?

And what do you think needs to happen in the long term?

Email me your thoughts. 

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