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Andrea Preston

HR Director


HR is responsible for providing the full range of HR services to support the business.

The teams comprise of:

  • Reward
  • Learning & Development
  • Knowledge & Intelligence services
  • Employee Engagement
  • Resourcing & Talent
  • People Services

HR provides support across the full employee life cycle, from graduate and apprentice recruitment, through to more senior talent attraction as well as employee and leadership development. It also incorporates annual processes such as salary review and employee engagement surveys, plus succession and talent plans.

In addition, day to day support is provided in relation to benefit administration, library services, and expert HR advice and guidance to employee and managers. HR also supports the business on areas of strategic importance such as diversity and inclusion, growth and developing Irwin Mitchell as a law firm of the future.

Read My Comments On The Latest News

  • 07/08/2018
    Irwin Mitchell Joins 11% Of Law Firms To Offer Unconscious Bias Training

    Whilst we’re proud to be part of the first wave of law firms leading the way on this front, we hope more will follow so collectively, we can make a real difference. Addressing biases, which act as barriers to improving diversity and inclusion, is something we all have a responsibility for. We believe that ultimately by doing so, we will be adding value to both our clients and colleagues.

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  • 14/05/2018
    Irwin Mitchell Announces Mental Health First Aid Training For Employees

    As a firm the emotional wellbeing of our people is a top priority and, judging from the overwhelming response to our request for volunteers to receive training, it’s clearly very important to colleagues too. We are committed to inclusion and making sure we break down the barriers which prevent people from talking about their mental health and seeking the help they need.

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  • 15/11/2017
    Irwin Mitchell Launches New Transgender Policy

    We take our responsibility as a role model business and employer very seriously. As our cultures and communities evolve it’s important that we embrace these changes. We know that people produce better results when they can be themselves at work. We hope that by introducing this policy we will attract and retain transgender employees and support our managers in making the transgender community feel welcome at Irwin Mitchell.”

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