Fiona Bradley

Content master, business owner, comedian, and really slow runner 😎

Straight-talking no-fluff marketing. 🤟

I run a Leeds-city centre-based boutique Content Marketing Agency with a sense of humour. Our mission is to create killer content with service that slaps. Not in the way that hurts. 

More than anything, we value fun: marketing can be boring. We want clients to enjoy working with us and to enjoy the work we do! Learning: continual training and development means we’re on top of trends. Creativity: coming up with new ways of doing things and not being afraid to express those ideas.

I’ve run campaigns for clients including the NHS, Rolex, Morrisons, Coca-Cola, Unilever, Mars, Nestle, Welcome to Yorkshire, County Golf, PepsiCo, Rimmel and many more.

🏆 Young Digital Marketer of the Year 2021 - Northern Digital Awards
🏆 Freelancer of the year 2021 and 2022 - Uk Dev Awards
🏆 All Round Hero - UK Dev Awards
🏆 Rising Star 2022 - EU Content Awards
🏆 Social Media Businesswoman of the Year 
🏆 Advertising Businesswoman of the Year 
🏆 Digital Agency Owner of The Year 2023
🏆 Startup of The Year 2024 - EU Content Awards

Qualified coach for the Horse Riding for the Disabled Association, running marathons to raise funds to hang onto our ponies.

Book in a 1-2-1 training session or introduction call to kickstart your marketing at: fbcomms.co.uk/contact-page/

Founder & Director

My mission is to help business' and brands realise their goals through marketing, acting as an extension of your team.
I'm passionate about digital marketing and comms, using insight-led marketing strategy to create relevant content that reaches the right customer at the right time with the right message!
Working with a team of the best freelancers in their field we cover the breadth of digital marketing from auditing to web management, branding, strategy, graphic design, email marketing and content creation.

The best way to look after your business is to look after your people. Here are the incentives I offer at FB Comms:

Money's a legal requirement to employ people. 
A 'competetive salary' might get someone through the door.

But recognition, growth, and genuinely caring about people? 
That's what keeps great people around.

Here's what we offer:

On health:
➡️ Gym membership paid for
➡️ Extended lunch for those doing a yoga/fitness sesh
➡️ Mental health resources available to everyone

On training:
- You identify the opportunity, get it signed off, and go learn
- £1,000/year pro-rata budget per full-time team member
- Spend it on courses, books, conferences, coaching

Lead gen:
- Bring in a client? 10% of the first month's fee lands in your payslip
- Pick up the work too? 5% ongoing commission

Developing thir own personal brands:
- Hit 5k followers, get a £20 coffee shop gift card
- Hit 10k, get £50 for a Leeds restaurant
- Hit 20k, take a half-day off

On client results:
- Positive testimonial = £10 coffee voucher
- Client increases their contract because of your work = £40 meal voucher

On birthdays:
- Falls on a weekend? Take the nearest working day instead
- Plus a £50 gifting budget per team member
- Your birthday's a weekday? You get it off

Flexible working:
- Structured hybrid working with Mon Weds & Friday as the set office days in the centre of Leeds (when we do need to be in to film stuff/collaborate)
- Work abroad up to 15 days/year
- Flexible day hours based on your work/life/avoiding the train peak times

On promotions:
- Salaries reviewed annually, roles every 6 months
- Adding more value? Get more money
- Want to expand into an area you really love? Let's develop your role
- Show me client results, leads generated, additional responsibility taken, new skills developed

The magic's in showing people they're valued.
Yes, I could always get better at saying it, but words don't mean much without action.

Look after your people, they'll look after your clients, and ultimately, you 💖

P.S. we're scaling this year so if you know a Leeds-based paid social/tiktok shop/content/smm master (except if you're a recruiter, sorry), drop me a message. I'm after senior level or above, agency experience, and multiple accounts scaled.

Fiona Darley (Bradley)

Every Founder wants a team that grows as fast as the business does.

I help them build that.

I’ve spent the last 10 years inside scaling organisations, fixing performance issues, seeing early signs when people aren’t on the same page, and turning HR from ‘another thing on your desk’ to something that accelerates growth.


Not corporate HR.
Not policy-first HR.

Experience-led, performance-driven HR.

The kind that keeps great people working for you.
The kind that accelerates growth, not slows it.

Most founders come to me because:

- The business is scaling faster than the people systems
- Progression, performance and expectations aren’t clear or consistent
- Culture is slipping quietly as headcount rises
- Managers avoid hard conversations or don’t know how to lead
- HR is sat on their plate, taking time from strategy, sales + growth

So I built a framework that stops that happening.

My People Experience Model strengthens a company from the inside out:

Diagnose the employee journey end-to-end
Build onboarding & progression that speed up high performance
Turn managers into leaders (confident, clear, consistent)
Create accountability without killing culture
Give founders back time, clarity + control

Just structure → performance → retention → growth.

It’s the approach that has:

📌 Doubled headcount without culture slipping
📌 Freed founders from HR so they could land Dyson, Armani, Primark, Coconut Lane + more
📌 Scaled a business to £1.5M in 9 months by giving leadership time back
📌 Built onboarding that reduced ramp time from 65 → 40 days
📌 Created ownership-led teams, not founder-dependent ones

Because when your people feel connected, they don’t just work harder, they work smarter, stay longer, and deliver more.

If you want HR off your plate, but still driving performance + profit, you’ll want to explore what we do next.

DM me "HR" for more info on how I can help :)

---

📩 Georgia@accesshrltd.com
🌐 www.accesshrltd.com
🎤 Speaker: HR Is Dead, Stop Managing Generations Start Managing People & Modern HR

Georgia Dixon 🍬 MCIPD

2022: "You're just here to manage risk." I didn't listen.
2024: "You're just an external smoke screen." I told them no.
2026: "HR slows business down." I showed up as an efficiency partner.

Every time someone tried to put HR in a box, I built my way out of it.

When I left corporate in 2023, I was done with HR that felt 'off'.

The slow responses.
The policies no one reads.
The "let me check and get back to you" energy.

I didn't leave to recreate that.

I left to build something founders actually want in the room.

Clarity over dragging out.
Partnership over roadblocks.
Efficiency over theatre.

And it's worked! The proof is in the work I've been doing for scaling businesses:

→ Onboarding Programs that get people productive faster
→ Performance Management Frameworks that actually drive results
→ Progression Frameworks so your team sees a future with you
→ Manager Series (6 months) to build leaders, not just supervisors
→ Restructures for Strategic Growth when you've outgrown your setup

People kept telling me what HR couldn't be.

So I built what it should be.

What's something you've been told you can't be, but you've done it anyway? Drop it below. I read every comment. 

♻️ Repost to spread the message: HR needs a rethink.

#hr #leadership #founders #growth

Georgia  Dixon

HR For Growing Founders ✨ | People • Progression • Performance | Award-Winning HR Consultant |

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Blue Monday is one week away; aka when your best people quietly decide they're done.

Not dramatically.
Not loudly.
Just... done.

And you won't see it coming.

Because the signs don't look like signs.

They look like:
– A joke about being "so busy" (they're not joking)
– Quieter in meetings than they used to be
– Stopped coming to the office as much
– A little less present, a little more distant
– "Yeah, I'm fine" on repeat

We talk about retention.
Engagement scores.
Performance reviews.

But behind every resignation letter is a moment someone decided to stop trying.

And that moment?
It rarely happens in January.
It happens in the weeks/months before, when no one notices.

You still have a week.

One conversation could change everything.

Not a formal meeting.
Not a performance chat.
Just a real one.

"How are you actually doing?"
"If you were to leave tomorrow, why would that be?"
And then... listen like the answer matters.

Because it does.

Repost for someone who needs this reminder

#Leadership #People #HR #EmployeeExperience

THINGS THAT MAKE MY EYE TWITCH:

1. Beers in the fridge used as a “culture” strategy
2. Emoji-only replies to feedback that needed… actual words
3. Memes that really push the line, depending on who’s laughing
4. We’re like a "family” used to justify blurred boundaries
5. Annual performance reviews with zero follow-up
6. "Flexible working” that only applies when it’s convenient for managers
7. Leaders asking for input, then disappearing when it's given
8. Career development plans that no one remembers
9. A work night out or drinks after redundancies... “to rebuild the team”
10. Treating perks as a substitute for genuine employee experience

11…. 

A good employee experience isn’t performative. It’s intentional, inclusive, and tied to how people really feel and function at work.

What’s on your list?

#EmployeeExperience #Culture #Leadership

HR don't want to be an afterthought. But you're making it impossible.

When that happens?

1. Employees experience HR as a firefighter, not a strategic partner.
And the perception sticks.

2. At 15-40 employees, things start breaking quietly:
→ Your best performer hands in their notice
→ Questions on "what does progression look like here?"
→ Onboarding becomes "shadow whoever's free"
→ Culture starts feeling different and you can't explain why

3. And then you're scrambling, trying to fix what's already fractured.

That's not HR.
That's damage control.

The businesses that scale well don't wait for the fire.
They bring in someone who spots the smoke.

A Growth Partner who:
✨ Sees the retention risk before the resignation
✨ Builds the systems before the chaos
✨ Flags the people trends before they become people problems

Traditional HR waits for problems.
Modern HR builds the foundations before they happen.

You didn't start a business to spend your time firefighting.
You started it to grow.

Growth without people infrastructure is a gamble you don't need to take.

Are you building the foundations or just putting out fires?

♻️ Repost if this resonates
📌 Follow me for real talk on HR in a Modern World
💌 Get weekly insights in my email newsletter: https://lnkd.in/ePbZdS5v

“HR said…”

HR gets blamed for decisions we didn’t make,  because it’s convenient.

“You can’t have a pay rise.” ↴

No, we didn’t say that.

We analysed the numbers.
We benchmarked the role.
We flagged retention risks.
We highlighted market movement.

We presented the commercial consequences of underpaying.
We enabled the business to make an informed choice.

Leadership still said no.

And somehow?
HR is the villain again.

Here’s the reality:
→ HR doesn’t set revenue targets
→ HR doesn’t approve salary bands
→ HR doesn’t sign off budgets
→ HR doesn’t control headcount costs
→ HR doesn’t decide where the money goes

What we do is show leaders the impact: on cost, capability, performance, and retention.

We don’t block career progression.
We don’t shut down pay rises.
We don’t hold people back.

We enable the business to grow sustainably.
But when the answer is “no,” we’re the ones delivering it.

And absorbing the frustration that should never sit with us.

Pay isn’t an HR decision.
It’s a business decision.

If you want accountability and transparency?

Stop asking, “What did HR say?”
Start asking, “Who made the final call?”

Because HR didn’t say no.
We just had the courage to tell you the truth.

With love,

Georgia, HR Consultant prioritising Employee Expereince

12 days cut from onboarding. Here's how:

New hires used to take 48 days to hit contributing productivity.
Now it's 36.

Not "full capacity".. nobody operates there.
But contributing. Adding value. Moving the business forward.

That's a 25% reduction in time-to-performance.
And it's not just a "nice onboarding experience"

It's money back in the business.

→ Less manager time spent firefighting & hand-holding
→ Less early churn from "what have I walked into?"

Their onboarding success rate is now 92%.
Total investment? £7,000.
Time? Across 2 months.

Here's what we actually built 👇

✨ A business deep dive to define what "good" looks like (no guessing)
✨ A tailored onboarding framework that fits how they actually work
✨ Manager guides so every hire gets the same standard
✨ Custom ChatGPTs for self-serve support
✨ Maximising their current tools
✨ Manager training (because "shadow Ben" isn't onboarding)
✨ An onboarding feedback survey so it keeps improving

We didn't guess what mattered.
We asked the people living it.
We co-created.

Then built something that made onboarding faster, cleaner, and measurable.

That's modern HR.
Business-first. People-centric. Built together.

What would 12 days back per new hire be worth in your business?

Every new hire is a gamble on which version of your company they'll meet.

One manager gives a structured first week.
Another throws them in the deep end.
One team has clear expectations.
Another makes it up as they go.

And you wonder why some people hit the ground running while others quietly disengage by month two.

This is what happens when nothing is documented:

→ Knowledge lives in people's heads
→ Onboarding depends on who's available
→ Standards shift depending on the team
→ Every new hire gets a different experience

It's not sustainable. And it's not scalable.

But here's the fear I hear from founders:
"If I bring in HR support, it'll feel corporate. Generic. Bureaucratic."

And honestly? That fear is valid, if you choose the wrong partner.

But the right HR support doesn't flatten your culture.
It translates it into something repeatable.

✨ Predictable onboarding.
✨ Consistent standards.
✨ Infrastructure that protects your identity, not replaces it.

You don't need more templates.
You need systems that feel like you.. and actually scale.

What's the most inconsistent part of your employee experience right now?

DM "HR" for my 5 onboarding tips.

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The Battle

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Engagements

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Fiona Bradley's LinkedIn Performance

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