During our recent webinar for HR leaders in the food industry, more than 30 participants enjoyed insightful presentations by Lisa Rowlinson-Brown, HR Director of Meal Solutions at 2 Sisters Food Group, and Mel Drummond, Head of Strategy & Innovation at Heck. The discussion centred on how food companies are promoting careers to students and the next generation of workers. Both speakers emphasised the importance of raising awareness about the industry and inspiring more young people to pursue careers in food manufacturing.
Breaking stereotypes in the food sector
(Lisa Rowlinson-Brown, HR Director of Meal Solutions at 2 Sisters Food Group)
Lisa opened her presentation by addressing the common misconceptions that unfairly reduce careers in the food industry to “last resort” options. With enthusiasm, she showcased the sector’s rich diversity and boundless creativity, underscoring the vast opportunities available in areas such as operations, finance, quality assurance, and innovation. “Working in the food industry is about more than just feeding the nation,” she emphasised. “It’s about crafting quality products that truly connect with consumers.” As the industry becomes more intricate and artisanal, Lisa highlighted its growing appeal as an exciting, rewarding and sustainable career choice for future generations.
This is exemplified at Heck where the pace is fast, and the culture is very open. According to Mel, the company prides itself on quick product development cycles, sometimes launching products in as little as five months. This fast-paced environment isn’t just about speed—it’s about fostering a mindset where failure is seen as a learning opportunity. In one instance, a packaging error could have been a crisis, but instead, Heck turned it into a successful social media campaign. This philosophy encourages employees to take risks and try new ideas without fear of failure, which is particularly empowering for younger staff.
Engaging the next generation
A key pillar of Lisa’s strategy is engaging with young people to highlight the wide range of career opportunities within the food industry. She believes that establishing partnerships with local universities and colleges is crucial for bridging the gap between education and employment. Institutions like Leeds, Sheffield, and Nottingham University play a pivotal role in cultivating young talent, and Lisa advocates for involvement in networking events and charity initiatives to tap into diverse talent pools, including those from disadvantaged backgrounds.
Furthermore, she encourages companies to offer factory tours and work placements that extend beyond basic factory tasks, giving students exposure to various roles within the business. Factory tours can be magical for kids, she explains. For children, witnessing how everyday products like pasta or shepherd's pie are made ignites genuine curiosity and appreciation for the craftsmanship involved. Additionally, she notes how collaborating with postgraduate students on strategic projects benefits both sides—businesses receive fresh insights, while students gain valuable real-world experience.
Heck’s involvement with schools and universities further illustrates their innovative culture. The company engages with students by giving them real-world tasks, such as coming up with new product ideas. This not only helps students learn about innovation in the food industry but also makes them feel connected to the business. One primary school student’s idea for a lemon and honey sausage even gained traction on social media and in stores. By involving the community and younger generations, Heck keeps its product development process fresh and forward-thinking.
The impact of unconventional career journeys
Lisa observes that work placements can often spark unexpected career shifts. For instance, individuals with finance backgrounds who are placed in operational roles may discover new passions they hadn’t considered before. This adaptability underscores the human side of career development—embracing new experiences can lead to surprising and fulfilling paths.
She further stresses that creating meaningful work experiences should be a two-way street. Companies should view placements as opportunities for mutual learning, refining their approach through feedback. By gathering insights from students just as they do from permanent employees, organisations can ensure their programs remain relevant, engaging, and impactful.
Heck stands out by hiring people based on ambition, cultural fit, and dedication, rather than just technical expertise. While skills can be taught, Mel notes, these core traits are harder to instil. This approach has enabled Heck to recruit creatively and build a diverse team, drawing talent from industries far beyond food manufacturing. A notable example is Calum Smith, Heck’s NPD Manager, who began his career as a sound engineer before transitioning into recipe development at Pizza Express.
By welcoming individuals from non-traditional backgrounds, Heck has infused its workforce with fresh perspectives and innovative thinking, nurturing creative problem-solving that may not have arisen from more conventional hires.
A broader impact on the food industry
(Mel Drummond, Head of Strategy & Innovation at Heck)
To shift societal attitudes toward food careers, Lisa emphasises that effective communication should be a cornerstone of any corporate social responsibility (CSR) strategy. She highlights the importance of clearly defining a company’s purpose and outreach efforts to build strong connections with the community. “A relentless commitment to promoting values is essential,” she asserts, stressing the vital role of transparency and active engagement.
Mel also touched on the importance of changing the public perception of the food industry and making people more aware of its complexities. Through engaging events and conversations, Heck is working to promote a positive narrative about the industry, aiming to attract more diverse talent across various fields, including operations and engineering. The company’s founders themselves are proactive in addressing industry challenges, contrasting with more traditional companies where HR departments typically take on this role.
Conclusion: Empowering change
In conclusion, the webinar highlighted the vital role that industry leaders play in shaping the future of food careers. By breaking down stereotypes and promoting the diverse opportunities available, they are inspiring the next generation to explore rewarding careers in food manufacturing. Their innovative approaches to engaging with young talent—such as fostering partnerships with educational institutions, offering meaningful work experiences, and embracing unconventional recruitment strategies—are not only revitalising the industry but also enhancing its perception among young people.
As the food industry continues to evolve, companies must remain committed to transparency, community engagement, and a relentless pursuit of talent. Through these efforts, they can cultivate a vibrant and dynamic workforce that not only meets the demands of the present but also shapes a sustainable and exciting future for the food industry.