Rob Briner

I speak, consult, research, teach and write in several areas including organizational psychology, HR and evidence-based practice. Over the past 20 years my interests in practice have focused on finding ways of improving the use of evidence of various types to enhance individual and organizational decision-making. I have been named by HR Magazine as a ‘most influential UK HR Thinker’ and received the British Psychological Society, Division of Occupational Psychology award for Academic Contribution to Practice for my work.


I’ve given many invited addresses and keynotes on topics such as evidence-based management, evidence-based HR, work and well-being, employee engagement, emotion at work, the psychological contract, management fads, and evidence-based approaches to diversity and inclusion. Speaking engagements over the past few years include Future for Work Institute (Barcelona), 5th Boğaziçi University Human Resources Summit (Istanbul), Talent Management Asia 2018 (Singapore), Public Services People Management Association (Newcastle), Ministry of Justice (London), The Agora Companies Global Summit (London), SD Worx European Conference (London), Dorchester Collection Global HR Team (Rome), Chartered Professionals in Human Resources (CPHR) (Winnipeg, Canada), HR Norge 2016 HR Forum (Oslo), The HR Congress (Amsterdam), American Society for Evidence-Based Policing (Cincinnati), Bank of England (London).

Download a list of my recent presentations here.


I work with teams and organizations to help them develop capability and capacity in evidence-based practice. This work includes:

  • Workshops: Half/full-day interactive workshops introducing the ideas behind evidence-based practice, how it can be done, practical examples and exploring barriers and facilitators
  • Developing and coaching individuals and teams: Working longer-term with individuals, teams and organizations who want to apply evidence-based practice to specific problems or opportunities in their organization and more generally to develop capacity within the organization to practice in a more evidence-based way
  • Devil’s advocate role: Asking questions to challenge prevailing thinking in organizations around particular topics to develop greater understanding and providing systematic analysis and critique of new initiatives in order to test and improve their viability or find alternatives


Currently Professor of Organizational Psychology at Queen Mary University of London and Professorial Fellow at the University of Edinburgh. Previously worked at Birkbeck, University of London, University of Bath, University of Edinburgh and been Visiting Professor at the London School of Economics and Institute of Psychiatry and a Visiting Research Fellow at the Institute for Employment Studies. I’ve studied a range topics including mood, emotion, psychological well-being, the psychological contract, ethnicity, diversity, work-nonwork relationships, motivation, absence and job attitudes.

Download my full academic CV here.


Taught mostly at postgraduate level on various masters programs including organizational psychology, HRM and MBA. Courses taught include work and well-being, emotion at work, organizational behaviour, organizational change, and evidence-based practice in Organizational Psychology, HR and management. Also been invited to teach at many universities including the University of St Gallen, Instituto Superior de Ciências do Trabalho e da Empresa, University of Bergen, University of San Francisco, Free University of Amsterdam, University of Malta, Goldsmith’s College University of London, City University, Warwick Business School, University of Sheffield, University of East London, Royal Holloway University of London, Cranfield School of Management, Imperial College.


In addition to academic writing I’ve written many articles for practitioner publications (including People Management, HR Magazine, People + Strategy, Industrial and Organizational Psychology: Perspectives on Science and Practice, The Psychologist). I also write a blog which asks questions and aims to stimulate and enhance thinking about the way we practice – as scientists, educators, organizational psychologists or HR practitioners. Often these blogs expand on shorter things posted or reposted on Twitter and LinkedIn.