I see a bright future for the way we work, one where people leaders, founders, and HR teams all have the support they need to focus on what really matters: people.

As Co-Founder and CEO of Humaneer, I’m proud to be leading the team reimagining how businesses manage their people operations through AI. Our platform, Mak, helps anyone doing HR handle the heavy lifting of compliance, admin, and process so they can focus on culture, strategy, and impact.

With over 20 years in the people space, building and leading global teams, I know the daily juggle of managing people and running a business. That’s why we built Humaneer: to make people operations faster, smarter, and more human.

I also sit on the UNSW HR Advisory Board, helping shape the future of HR and the next generation of leaders driving change in how we work.

Careen Redman-Matthews

Hey Melbourne friends 👋

I'm just a little bit excited about coming to see you this week and its the perfect trip of meetings, catch ups and fun... 

Speaking of fun... one of my most favourite events in the calendar - House Of Talent (HoT) where humaneer Viren Thakrar from In The Game and Andrea Kirby from Talent Table is happening Thursday. 

I am SO EXCITED to catch up on the dance floor Bridget Thakrar GAICD Adam Axon Tammie McDonald Sharna Peters Ilona Charles Matt Vido Jodi Rosenthal Nick Sayer-Gearen (MBA, MAHRI) Nick Sayer-Gearen🕺🪩💃

And we still have a few tickets left... Tamara Di Veroli Deepak Singh Lisa Lie 😜

Hurry up Thursday, its going to be an awesome event all about connection, not content 🙌

👉 If you want to grab one of the last tickets - https://lnkd.in/g7WCVHJj

Careen Matthews

CEO & Co-Founder | The platform for the HR work most systems ignore

Melbourne... You delivered! 

House of Talent last night was EPIC. I mean where else would you find a room full of People people, DJs, Play-dough, sax player, dancing and moments of connection and conversations. 

Massive thanks to Viren Thakrar from In The Game and Andrea Kirby Talent Table who  humaneer co-labed alongside - you are legends. 

The music was SPOT ON (as always Viren who was joined by WLSN (a.k.a Luke Wilson), Peanut Butter Melly and Rad Bee)

Massive shout out to our fellow hosts Jody Smith Bridget Thakrar GAICD and Adam Axon - you ROCK!

It was great to see you Tamara Di Veroli Ellen Hooper Eva Pool Ryan Ng Michael Thompson Sharna Peters Kasia Gourley Ilona Charles Nikki Tugano, MAPPCP Victoria Hill Jodi Rosenthal Matt Vido, Pakinam Elashram (those figures me made 😂)

We have an industry full of incredible humans, and there is something truly special in all being in the room together. 

Thanks everyone for creating such a safe space to make connections and have meaningful conversations. 🫶

If HR feels expensive, wait until you see the cost of getting it wrong.

We’re in a different risk environment now.
Legislation has been changing faster than most internal capability can comfortably keep up with. Employee claims are rising.
Expectations around fairness, transparency and due process are higher than ever.

And yet most HR systems still do one thing well. They record what happened. They store documents. They log approvals. They track outcomes.

But they don’t support the thinking that happens before, during  and after a decision.

And that’s where the real risk sits.

In the judgement. In the interpretation of context. In the drafting of documentation that may be scrutinised years later and in the nuance that never quite makes it into the system.

When complexity increases and support doesn’t evolve with it, HR absorbs it.
Until they burn out. Or leave.
And when they leave, so does the context behind thousands of decisions that were never fully captured.

That’s not a people problem. That’s a governance risk.

Modern people risk requires modern decision support. Because risk doesn’t disappear. It compounds.

And this is one of the reasons we built Mak by humaneer - give me a shout if you want to see it in action 😀

As HR, are we conditioned to have all the answers?

I lived in that trap for years.

Someone walks in with a problem. The "fixer" in me kicks in immediately.
Must. Have. The. Answer. Now.

But this is what happened: No boundaries. A team that stops thinking for itself. And I was carrying everything. Always.

Here`s how I personally shifted from fixer to asker.... 
because I realised that asking the right questions is more powerful than knowing all the answers. 

( I still use this super simple framework daily....)

👉 Start with WHY
Why does this problem actually exist? Why hasn't it been solved already? Why does it matter right now?
This stops you treating symptoms. It gets you to the real issue fast.

👉 Move to WHAT
What do we actually know vs what are we assuming? What does a good outcome look like? What would make this decision defensible?
This separates facts from noise. And keeps you honest.

👉 Then WHO
Who has dealt with this before? Who carries the most risk here? Who needs to be part of the solution?
This one is underrated. The right people in the room changes everything.

👉 The HOW
How will we know if it's working? How do we move forward without all the information? How do we protect the people involved?
This is where thinking turns into action.

Sounds simple? It is. 

WHY- WHAT-WHO-HOW

And it cuts through almost every situation I've faced in HR and leadership. And it stops you becoming the answer machine everyone depends on.

Hands up if you've ever lived in fixer land 🙋‍♀️ I'd love any tips you have....

One thing I’ve learned building humaneer and speaking to hundreds of our HR peers is....

The hardest part of the job isn’t legislation. It’s the judgement.

Legislation is written down. (albeit a total nightmare to navigate)
But judgement? That sits in our heads.

The experience, context, and the instinct we as HR develop over time.

The problem is… Most HR systems were built for process - Tracking approvals, storing documents, recording outcomes, providing intelligent workforce analytics. (which is awesome BTW).

But they don’t support the moment when we have to stop and ask:
Is this the right decision? And WHY is this the right decision?

Thats when we balance legislation with context. Thats when we are asking ourselves; What happens if we do this? What happens if we don’t?

So (arguably) the most important part of our roles …
Still happens outside the systems, that were created for us. 

Usually in our head. Most of the time under pressure. And always with real consequences.

Which means we have been carrying judgement… without any support.

Until now.

Maybe that’s why nearly 100 companies have already trusted us enough to use what we’ve built.

Because we know what’s at stake. And we don’t take that lightly 🚀

Hey HR friends 👋🏼 

I don't want to be dramatic.... but, since so many folks are saying AI will take over the role of HR...let me have a little moment... 

You need to start future proofing yourself! 

And this webinar is exactly the place to start 

It's not a tool demo, it's not showing you how to build AI into your workflows (love all that too) 

This webinar is about understanding exactly what skills we need to enhance NOW to maintain relevance. (dramatic moment over) 

Kimberly Burns and Helena Turpin have brought together this incredible session. 

A deep dive into HR skills, based on evidence and data. 

And a real conversation about what we need to be building and enhancing now as AI continues to shape our roles. 

We thought this was going to be a small group, 

We now have nearly 200 HR professionals joining us to understand exactly how we ensure relevance in our function. 

I'm so stoked to be moderating the chatroom and after having a sneaky peak at the slides this weekend I am PUMPED about the value this brings. 

If there is one webinar you attend this week... this should be it. 

Spaces are now limited... 

⏰Wednesday 1pm AEDT 
💻 - https://lnkd.in/gqzJvPiu

humaneer

Open article: The HR Skills That Survive AI · Zoom · Luma by linkedin.com

The HR Skills That Survive AI · Zoom · Luma

Colwin Electrical Group

Human Resources Manager

Douglas College

Student

The South African Breweries

Talent and Development Lead:Solutions, Finance, Marketing and People

People Manager: Newlands Brewery

People Continuity Manager: Sales and Marketing

People Business Partner: Zone Supply

People Business Partner:Support Functions (Zone & South Africa)

HR Trainee

HR Coordinator for North Region

PA to the District Manager

TaxiChoice

•Organise meetings involving multiple senior executives.
•Dictaphone typing, I type 80 words per minute.
•Manage the diary and co-ordinate the activities of the General Manager.
•Minute meetings (some of which may be of a confidential nature) accurately and distribute in a timely and appropriate fashion.
•General PA duties.

Sebata Municipal Solutions

•Co-ordinating&supporting the activities of Sebata by providing full PA / administrative support to the organisation. 
•Provide a confidential secretarial service to the Managing Director&Senior Managers of the organisation as required.
•Manage the diaries and co-ordinate the activities of specified Managers, including travel and accommodation arrangements.
•To communicate with internal and external individuals and groups (by letter, telephone, e-mail and fax) in a helpful and courteous manner.
•Provide clerical and administration duties (including photocopying, binding, postal duties, filing) efficiently and effectively for all teams within the office.
•Prepare / draft meeting agendas and supporting paperwork, as appropriate, ensuring that this information is circulated to the relevant individuals in good time.  
•Minute meetings (some of which may be of a confidential nature) accurately and distribute in a timely and appropriate fashion.
•Arrange internal & external meetings, liaising with other staff as appropriate to set a mutually convenient time / date. This will include booking the venue, equipment, refreshments and any other necessary arrangements.
•Establish and maintain efficient office systems, particularly filing&retrieving information.
•Maintain accurate records of annual leave, sickness&emergency contact details&ensure all staff has signed the relevant policy & procedure undertakings.
•Ensure the best value for money option is used when making travel, accommodation, meeting&conference arrangements. Liaise with suppliers&contractors to ensure we are invoiced correctly & resolve any associated queries.
•General HR work- updating the personnel files and making sure everything is in order.
•Implementing an introduction pack and ensuring new employees has all relevant information regarding the company-such as Policies and Procedures etc. 
•Maintaining and updating of the leave of all the personnel.

Personal Assistant to the Managing Director&Office Administrator&HR Administrator&Travel Coordinator

Renaissance Capital

•Co-ordinate the CEO’s schedule and appointments- including contacting participants, bookings rooms and ordering refreshments. Organising the CEO’s reservations and Travel arrangements inluding preparing Itineraries, both corporate and personal for the manager.
•Greet clients and visitors to the CEO’s office.
•Organise meetings involving multiple senior executives.
•Provide accurate word-processing support by composing and/or editing a variety of documents.  This includes many highly confidential correspondence, memoranda, contracts and proposals.
•Promptly receive and screen incoming telephone calls to the Manager, providing friendly and professional greeting, taking messages as appropriate, and eliciting necessary information to allow timely and accurate responses.  Respond where appropriate.
•Develop and maintain well organized filing system that permits easy reference and rapid retrieval of information.
•Perform additional functions as directed or assumed on personal initiative

Executive Assistant to the Deputy CEO of Renaissance Capital

I am an HR Specialist. I am passionate about what I do and enjoy every bit of it. Being an HR Specialist gives me the opportunity to help people be the best version of themselves, by providing support in areas such as Management, learning and development, employee relations, performance management, recruitment, employee engagement and employment legislation. The knowledge gained from my experience (10 Years of HR Experience) helps guide and shape how I can make a difference in the organization's success. I enjoy working with people and for people.

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