Award categories

This category recognises initiatives where People strategy drives the adoption of AI, automation, HR technology, or data analytics to transform how work is done and how people are supported. It highlights HR’s role in leading ethical, inclusive, psychologically safe, and sustainable digital change. Judges will look for clear strategy, use of tools such as HRIS or AI-driven platforms, and measurable impact on people, culture, and business performance. Entries should show how workforce readiness is supported through education, future-fit skills, and trust-building, with responsible AI use embedded via safety rails and integration into policies, procedures, and ways of working. 

For consultants, suppliers, or partnerships that have delivered strategic HR or L&D outcomes for a client organisation. Judges will seek evidence of partnership alignment, co-created solutions, and quantifiable outcomes that addressed specific business challenges.  

Honours individuals, teams, or strategic programmes that have advanced equality, diversity and inclusion in meaningful, sustainable ways. Entries should include clear goals, robust action plans, evidence of structural change, and metrics demonstrating progress in representation, engagement, or behavioural change.  

For strategies that plan a future-fit workforce by redesigning work, jobs, workforce structures and ways of working to meet evolving business needs. Entries should demonstrate proactive skills development, workforce agility, and innovative resourcing models.  Evidenced by strategic planning, cross-functional collaboration, and measurable readiness to tackle emerging challenges and opportunities.  

For organisations operating both in Ireland and internationally that have implemented an integrated people strategy across jurisdictions. Entries should show how global frameworks are adapted to local context, and provide evidence of consistency, scalability, and results across diverse locations.  

For organisations with fewer than 150 employees that demonstrate strategic, agile, and high-impact people practices. Entries should show how they have utilised resources effectively to deliver measurable business or people outcomes and showcase the vital role of HR in enabling success in a smaller business environment.  

For initiatives that strategically align education, learning and development with business goals to close critical skills gaps and build future capability. Entries should demonstrate how L&D has been positioned as a key enabler of organisational success, with evidence of business impact, learner engagement, and measurable outcomes for people and performance.  

For an individual who has championed the people profession and acted as a visible, values-driven role model. Recognises those who influence culture, mentor or sponsor others, and demonstrate measurable leadership impact within and beyond their organisation and across the profession.  

For people-led change or transformation strategies that have restructured teams, redefined ways of working, or reshaped culture. Entries should demonstrate how change was aligned to organisational goals, supported by strong planning, stakeholder engagement, and clear metrics showing business performance improvement and positive workforce outcomes.  

For People strategies that strengthen culture, drive engagement, support wellbeing, or embed ESG values—clearly linked to business priorities. This category seeks holistic initiatives with visible senior leadership support and quantifiable impact on employee engagement, productivity, retention, or organisational performance.  

Celebrating HR/L&D/OD teams that deliver excellence across the people function—demonstrating alignment to organisational strategy, cross-functional collaboration, and consistent impact. Judges will look for clear team objectives, shared values, and performance outcomes achieved through innovation, resilience, and measurable delivery.  

Recognises the strategic design and implementation of fair, inclusive, transparent and motivating reward and recognition frameworks. Entries should demonstrate how the approach aligns with business goals, reinforces desired behaviours, and delivers measurable sustainable improvements in engagement, performance, or retention.  

For a high-performing early-career professional (within first five years in HR, L&D, Recruitment or OD) who demonstrates strategic thinking, innovation, and clear contribution to business outcomes. Judges will consider impact, personal development, and leadership potential.  

For strategies that strengthen organisational capability through effective attraction, development, engagement, and retention of talent. Judges will expect strong workforce planning, clear business alignment, and evidence of impact on pipelines, performance, representation and critical skills.