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 leads the people agenda, 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 at one of its automated sites using Ocado Group’s market-leading software and technology. Orders are then delivered directly to customers through the Ocado Logistics network.

Helen’s responsibilities as People Director extend across frontline operations, head office and customer teams, requiring a close understanding of both business priorities and colleagues’ needs. She emphasises the importance of staying connected with employees by spending time within operations and listening directly to frontline colleagues.

Helen believes that recognising the value of colleagues’ work is central to effective people leadership. Her approach focuses on supporting employees and creating a positive workplace experience while balancing the operational needs and efficiency of the business.

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 important to us. We focus on providing colleagues with the support they need to perform their roles effectively, while balancing this with the efficiency of the business,” says Helen.

Ocado Logistics focuses on creating an environment where colleagues feel valued through competitive pay, benefits, recognition, 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 onesize-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 organisations to design more meaningful workplace experiences. A fulfilment centre colleague working within a team environment may have different needs from a customer service team member who spends much of their time on the road.

“The value of the work that people do is really important to us. We focus on providing colleagues with the support they need to perform their roles effectively, while balancing this 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 organisations must prepare for changing skills requirements while maintaining the human interactions that define employee experiences. She recognises the potential of artificial intelligence to improve processes and efficiency but highlights the importance of preserving meaningful human connections.

Helen believes organisations have a responsibility to support colleagues not only in their careers but also throughout their wider life journeys. This perspective reflects the importance of considering employees as individuals, with ambitions and needs that extend beyond their immediate roles.

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 recognised at work, continue to shape how colleagues perceive an organisation.

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, organisations can build stronger relationships with their people.

Her approach reflects a belief that effective people leadership is not only about policies and programmes 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.

Recognised among the Top 10 Directors of People and Culture in Europe 2026, Helen represents a leadership approach centred 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.