Helen Diksa

In today’s operationally demanding environment, People Directors play a crucial role in connecting business performance with employee experience. At Ocado Logistics, Helen Helen leads the people agenda across the organization, serving as People Director and working as part of the senior leadership team. Her role covers the complete employee lifecycle, from attracting talent and shaping recruitment strategies to supporting colleagues throughout their journey with the business.

Ocado Logistics is a high-performing third-party logistics and fulfilment business, operating in the UK for retailers, Ocado Retail and Morrisons. Every order is carefully picked and packed in one of our automated sites using Ocado Groups market-leading software and technology. This order is then delivered directly to customers using the Ocado Logistics network.

Helen’s responsibilities extend across frontline operations, fulfillment centers, customer service teams, and leadership development, requiring a close understanding of both business priorities and colleague needs. She emphasizes the importance of staying connected with employees by spending time within operations and listening directly to frontline colleagues.

Creating a Culture Where Colleagues Thrive

For Helen, building a strong workplace culture begins with understanding the connection between employees and the service they provide. Customer service team members represent the face of the business, making selection, onboarding, and ongoing support essential parts of the employee experience.

“The value of the work that people do is really key for us, and we think about how we make their roles easier in the best way possible while balancing that with the efficiency of the business,” says Helen.

Ocado Logistics focuses on creating an environment where colleagues feel valued through competitive pay, benefits, workplace support, and clear expectations. Helen believes that employee experience and operational performance must progress together. Transparency around business goals and performance expectations helps colleagues understand how their roles contribute to wider success.

Designing Experiences around Different Roles

With a diverse workforce across multiple locations and functions, Helen believes that employee experience cannot follow a one-size-fits-all approach. Different roles require different forms of support, communication, and engagement.

She compares employee experience to customer segmentation, explaining that understanding different colleague groups allows organizations to design more meaningful workplace experiences. A fulfillment center colleague working within a team environment may have different needs compared with a customer service team member who spends much of their time on the road.

“ The value of the work that people do is really key for us, and we think about how we make their roles easier in the best way possible while balancing that with the efficiency of the business. “

This approach requires intentional communication strategies, strong listening practices, and continuous dialogue. At Ocado Logistics, colleague councils and representation forums provide opportunities to understand employee perspectives and respond effectively. Helen views listening as an ongoing responsibility that helps leaders strengthen trust and connection.

Balancing Future Innovation with Human Connection

As technology continues to influence workplaces, Helen believes organizations must prepare for changing skills requirements while maintaining the human interactions that define employee experiences. She recognizes the potential of artificial intelligence to improve processes and efficiency but highlights the importance of preserving meaningful human connections.

“I think we have a responsibility to our colleagues within a business that we help them on their journey of life as well as their journey within the organization,” she explains.

For Helen, future-focused people leadership requires attention to emerging trends such as AI, evolving workplace models, and talent development while remaining committed to the fundamentals that matter to employees. Simple moments, such as supportive leadership interactions and feeling recognized at work, continue to shape how colleagues perceive an organization.

A Leadership Philosophy Built on Trust

Helen also highlights openness, honesty, and transparency as essential qualities for modern people leaders. She believes that trust grows when leaders explain decisions clearly, even when the answer may not always align with employee expectations. By providing context and maintaining open conversations, organizations can build stronger relationships with their people.

Her approach reflects a belief that effective people leadership is not only about policies and programs but also about everyday interactions that influence how employees feel. By combining strategic thinking with genuine connection, Helen continues to shape an employee experience that supports both colleagues and business goals.

Recognized among the Top 10 Directors of People and Culture in Europe for 2026, Helen Helen represents a leadership approach centered on empathy, transparency, and sustainable workforce engagement. Her work at Ocado Logistics demonstrates how thoughtful people strategies can support operational excellence while creating an environment where employees can grow and contribute.

Her leadership continues to inspire people practices across Europe’s evolving landscape.