When most people think of football clubs, they imagine the players. But behind the first team is a dedicated organization of staff working across operations, facilities, finance, and more. At Fulham FC, the People team is leading a quiet revolution—one that’s deeply human, data-driven, and proudly people-first.
We caught up with Caron Streeter, Head of People at Fulham FC, at CIPD 2025 to learn how her team is building a modern people function fit for a club with big ambitions—and tight regulations.
Bridging legacy and modernity
Fulham FC is one of London’s oldest clubs, steeped in tradition and community values. But like many high-performance organizations, it also operates under intense scrutiny and compliance. Caron’s remit? Ensure every member of the club’s non-playing staff feels seen, supported, and connected, while maintaining rigorous governance and readiness for Premier League audits.
That means balancing the legacy of a historic club with the demands of a modern workforce. Today’s people expect transparency, flexibility, and purpose—whether they work in elite sport or not. For Fulham, that’s meant evolving policies, embracing new tools, and shifting internal culture, all without losing the club’s strong sense of identity.
It’s a thoughtful recalibration of tradition and transformation—and it’s reshaping what it means to work behind the scenes in football.
Putting people first—beyond the pitch
In elite sport, the spotlight naturally falls on the players. But what about everyone else? For Caron, the goal is clear: “We want every person at Fulham to feel proud of the role they play— whatever department they are in. We want to ensure everyone feels heard, included, and proud of their contributions.”
HiBob helps bring this people-first mindset to life. Through Bob’s social feed and employee profiles, Fulham has created a more inclusive internal communication space where updates are shared, celebrations are visible, and relationships form more organically across departments. All people feel involved in club-wide news and developments, and teams that previously worked in silos are now more aware of each other’s work and impact, actively contributing to the HiBob community.
Compliance without the complexity
Operating in one of the most regulated industries in the UK means keeping staff data, training, and certifications up to date isn’t optional—it’s essential.
Bob has been instrumental in helping Fulham stay audit-ready. The People team uses automated workflows to track and renew key qualifications, from DBS checks to first aid and coaching certifications. This helps the team to ensure ongoing compliance and reporting while adhering to tight timelines and enhancing audit readiness. Caron shared that during a recent Premier League inspection, the auditors told her it was “the easiest audit they’d ever done.”
Training has also gone digital. Learning modules in Bob allow Fulham FC to upload and distribute training content, including Premier League-mandated learning, all from one place. Team members can access required courses on demand, while HR tracks completion effortlessly.
A data-led approach to DE&I
Fulham is committed to meeting—and exceeding—the Premier League’s Equality, Diversity, and Inclusion Standard (PLEDIS). But rather than relying on guesswork, Caron and her team use Bob’s demographic insights to efficiently pull DE&I reports and drive decisions.
By benchmarking employee data against local South West London census data, Fulham can pinpoint where demographic representation is strong and where gaps exist. This location-specific intelligence helps Caron to set more targeted and relevant DE&I goals, refining strategic priorities based on evidence. “This data-driven approach is helping us evolve our DE&I practices and make smarter, location-sensitive decisions,” she explained. “It’s not about quotas. It’s about understanding our people and the community we represent.”
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Performance, pressure, and people
In Caron’s world, HR isn’t just a support function—it’s a strategic partner in performance. “We’re accountable to the same high standards as the rest of the club,” she shared. “That means we have to be smart, agile, and data-driven.”
Looking ahead, Fulham’s People team is focused on evolving its strategy even further, with plans to strengthen onboarding, broaden internal career pathways, and champion employee wellbeing.
Lessons for HR leaders everywhere
Whether you’re in sports, finance, or retail, Fulham FC’s story offers valuable lessons. If you’re building a people strategy in a highly regulated, performance-driven environment, you need to:
- Make compliance seamless by automating what can be automated
- Ground your DE&I work in local data, not assumptions
- Use your HR tech to elevate employee voice, not just process
- And most importantly, put people first—even when the spotlight isn’t on them
Want to see how Bob can help you build a people-first strategy? Book a demo today.
