For our latest Employee Spotlight, we had the pleasure of catching up with Joe Hodge, one of our dedicated HR Business Partners here at Gallagher. Joe gave us an insight into his typical day at the office, sharing the challenges and rewards of his role, and revealing what brings him the greatest sense of fulfilment in his work.
Can you tell us about your role at Gallagher and what a typical day looks like?
As an HR Business Partner at Gallagher, my role focuses on aligning HR strategies with business objectives to assist in driving the overall success of the organisation. It’s a dynamic and multifaceted position where the phrase “no two days are the same” couldn’t be more accurate!
An average day for me begins with reviewing priorities and addressing any pressing matters, whether they involve workforce planning, employee relations, or supporting leadership with strategic initiatives. I frequently collaborate with line managers and team leaders, offering guidance and advice to help navigate challenges in areas such as talent management and performance development.
Employee engagement and learning & development are also key aspects of my role. In this regard, I help to design and deliver training sessions that encourage skill enhancement and career growth at a local level.
Another vital part of my day-to-day role is championing Gallagher’s commitment to wellbeing and inclusion. As part of a small but impactful HR team, we actively support all initiatives that help to create an inclusive, welcoming, and supportive workplace for all colleagues.
One of the elements I find most enjoyable is analysing HR metrics to identify trends and recommend actionable solutions.
My work always involves striking a balance between being a strategic partner to the business and ensuring our colleagues feel valued, supported and empowered.
What do you find most rewarding in your role as an HR Business Partner?
What I find most rewarding in my role as an HR Business Partner at Gallagher is the ability to make a meaningful impact on both the business and the people who drive its success. Gallagher is an organisation that genuinely values its employees and being in a position to contribute to this culture is hugely fulfilling.
I take great pride in building relationships with colleagues across all levels of the business. Supporting leaders as they navigate challenges, develop their teams and foster a culture where colleagues feel engaged and empowered to thrive is incredibly rewarding. Witnessing the positive outcomes of these efforts, whether it’s a team achieving its goals or an individual advancing in their career, brings a real sense of satisfaction.
Additionally, I find it especially rewarding to play a role in initiatives that promote employee wellbeing and inclusion. At Gallagher, we don’t just talk about prioritising the wellbeing of our people, we actively live it. Being part of initiatives that help to make a genuine difference in colleagues’ lives is something I’m truly proud of.
I also have to give a massive shoutout to my fellow HR team members – our HR Director, Edel Leahy and our HR Generalist, Shannon Lynch. Working alongside such knowledgeable, supportive and fun colleagues makes coming to work a rewarding experience each and every day.
What are your goals for 2026?
As I continue to settle into my role following a recent promotion, one of my key goals for 2026 is to continue building strong foundations within the team and the wider business. Transitioning into this position has been very exciting but I still have much to learn and I’m focused on soaking up as much experience and knowledge as I can, to ensure I continue to bring value to both the organisation and our colleagues as I grow into the role.
A significant priority is the successful integration of our new AssuredPartners colleagues. This is an exciting chapter for all and ensuring that our new colleagues feel welcomed, supported and fully integrated into The Gallagher Way is a key focus.
On a personal level, I’m also prioritising my own self-development as I continue to grow into this role. Whether it’s through formal learning opportunities, mentorship, or simply gaining deeper insights into the business at a strategic level, I’m committed to enhancing my skills and broadening my perspective to ensure I can make the best possible impact. As a keen believer in the value of ongoing learning and development, I believe that investing in my own growth will not only benefit me but also enable me to better support the organisation and our people.
Describe what courses you have gone through in Gallagher and the learning and development Gallagher provides?
Despite still being relatively new to the business, I feel very fortunate to already have had access to Gallagher’s suite of learning and development offerings, which are designed to empower employees at all levels to grow and succeed. One of the standout experiences for me has been being nominated for Gallagher’s prestigious Fast Forward programme, which I proudly graduated from in recent weeks.
Fast Forward is a leadership development initiative that equips participants with the skills, knowledge and confidence to take on greater responsibilities and drive meaningful impact within the organisation. Throughout the year-long course, I had the opportunity to collaborate with colleagues from across the business in different functions and regions, gain valuable insights into strategic leadership and enhance my ability to navigate complex challenges. It was an incredibly rewarding experience that has already had a positive influence on how I approach my role, and I feel was one of the key factors that led to my recent promotion.
Overall, Gallagher’s commitment to providing learning and development opportunities is unmatched. Whether it to be leadership development programmes, tailored training / workshops, online learning platforms, mentorship / coaching, or the pursuit of industry certifications and professional development, there is something available for everyone, regardless of role or seniority.
What skills or qualities do you think are essential for your position?
Resilience is crucial, particularly when managing tough conversations or addressing sensitive issues. The ability to remain calm, composed and solution-focused in difficult situations is imperative to ensuring HR practitioners can handle these tough moments with professionalism and empathy while maintaining trust and credibility.
The ability to think strategically is also critical. By effectively aligning HR initiatives with business goals, anticipating future needs and proactively addressing challenges, HRBP’s can ensure that the organisation’s people strategy becomes a competitive advantage. You need to be proactive as opposed to reactive.
Ultimately, like every other relationship, I feel it all comes down to trust. Leaders need to feel that their HRBP’s are trusted advisors (which can only be built up over time), whilst employees need to see HRBP’s as credible, professional and fair at all times. In my opinion, an HRBP that doesn’t have trust simply becomes an enforcer of policy without the ability to make any sort of tangible, lasting impact.