I help HR leaders create healthier, happier, and more productive workforces by replacing outdated EAPs with evidence-based wellbeing strategies that deliver real results.

Since 2011, I’ve worked across industries from mining to pharmaceuticals to early learning - designing programs for tens of thousands of employees that improve wellbeing, boost engagement, and cut turnover.

If you want to work with me, here are the ways you can:

1. Replace your EAP with our Wellbeing Enrichment Program - guaranteed higher engagement, value, and results than any EAP on the market (yes, even that one). 

2. Hire me as a consultant: To help you figure out where to start, what to do and how to do it when it comes to workplace wellbeing.

3. Access our Sustainable High Performance program - a 12-week, value-packed program that teaches your entire organisation how to perform at a high level without burning out. 

4. Get your very own Workplace Wellbeing Specialist: To upskill your people in health and wellbeing (through regular individual consultations) and work with you to optimise your work environment to make it easier for your people to be healthy and well.

5. Book me as a speaker: This is my favourite way to engage people and give them a whole lot of value in a short space of time. Our talks and workshops focus on practical knowledge and skills your people can use to improve their wellbeing and performance. 

6. Get some wellbeing initiatives: Want to book a massage therapist? Skin checks? Health checks? Meditation sessions? Group yoga? Group training? Healthy cooking demonstrations? Mental Health First Aid training? Regular First Aid training? Easy. We do it all so just ask.

If any of these look like something you could use, send me a DM.

Phil Wolffe

Welp, if there’s a better way to start the year, I don’t know what it is. 

We’d planned to go to the South Coast for a week with friends when a client asked if I would run a workshop to get their team switched on and ready for a big year - on the South Coast. 

Since that’s my favourite part of this job (and it was literally on the way to holidays) I of course said yes. 

Word got out and 1 workshop turned into 4 and a quick stop into 2 full days but still, pretty good universal alignment, I would say. 

Here’s to plenty more of that this year and to choosing the work that makes you happy. 

Let’s go!

Workplace Wellbeing Specialist | Building Sustainable High Performance in Teams | Replacing EAP with a Better Way

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Something that's not talked about much with burnout is how it erodes your sense of purpose.

That's what it does to a lot of people and that's why it can be so hard to shake - because you lose a big piece of yourself.

Shelley Johnson and I talked about this and heaps more when we caught up to talk all things work and wellbeing.

This one's for the leaders, the workers, and anyone trying to figure out how to work well while staying healthy.

Give it a listen and let us know what you thought in the comments (which is where the link will be).

#burnout #leadership

Giving 100% effort at work is a trap.

Not only do you get diminsihing returns over time, but there's nowhere to go but down.

I'm a real 85% type of guy.

You can give that level of effort indefinitely and it gives you room to ramp things up when you need to.

Plus, chances are you'll actually enjoy your work and your life if you're not absolutely spent at the end of each day.

Shelley and I talked about this and heaps more in our chat, so make sure you check it out and let me know your views!

#burnout

I don’t put a lot of stock in awards. 

I think most of them are performative nonsense you can easily buy - but this one I’ll gladly accept. 

My nieces think I’m smart, kind and funny. 

As far as recognition goes, that’s about as good as it gets.

I thought 2024 was going to be the best year ever, and it was. 

Then, I thought 2025 was going to be even better, and it was.

Now, I reckon 2026 is going to be even better than those two. 

This is not a wait-and-hope type thing.

I'm sowing the seeds of the life I want to live, and actively working to create the conditions to make that life a reality.

That means two things above all:

1. Saying no to things that don't align with the life I want to live, even if they're easy and/or tempting.

2. Saying yes to things that do align with the life I want to live, even if they're hard and/or scary.

I don't always get to do what I want (none of us do) but I've made a conscious choice to build a life that allows me to do more of what I want to do.

So, for that reason, I reckon 2026 is going to be the best year ever. 

Let's see how it pans out.

Ahh January 27th, the day the year actually starts.

And it's going to be a big year!

This is what we're doing at Kinex Health:

1. An alternative to outdated EAPs
I'm sick of reactive, low-value programs that don't do what they say on the tin - so we created something proactive, holistic, and accountable instead. It's called the Welbeing Enrichment Program and its the end of traditional EAPs. 

2. Backing early childhood educators (with Macquarie Uni)
We've co-designed a comprehenisive wellbeing program with the Early Childhood Educators Wellbeing Project and we're running an RCT to prove that it works. 

3. Showing up for regional and remote communities
Phil and Ciara are taking Kinex on the road all around Australia with a roving office (caravan) to reach communities that often miss out on PD and wellbeing initiatives. 

4. Sustainable high performance
We’re expanding our Sustainable High Performance Program and teaching teams how to perform at a high level without burning out. 

5. Elevating great practitioners
We’re backing the people doing wellbeing properly and bringing more and more exceptional practitioners into our work this year. 

2026 is going to be our biggest year yet, and I can't wait to get stuck in. 

If any of this piques your interest or aligns with what you're tackling this year, send me a DM and let's chat.

This is a PSA to all the extroverts from us introverts. 

You’re great. 

We like you. 

We love spending time with you. 

But it’s an energy cost for us. 

So if we say no to stuff, it doesn’t mean we don’t want to hang out. 

It just means we need to replenish our energy.

Sincerely, the people who pretend they’re busy when they’re home on the couch recharging.

10 underrated forms of self care that you can do without booking a spa treatment:

1. Drink more water.

2. Leave 10 mins earlier than you normally would. 

3. Go for a walk in the sun.

4. Put off answering that email until the morning (during work hours).

5. Make a cup of tea and sit in the garden.

6. Close your eyes and take 5 deep breaths and do 5 shoulder rolls.

7. Eat more protein in the morning (your afternoon self will thank you). 

8. Put your phone in the other room for an hour.

9. Put on a song you love and do nothing until it ends. 

10. Smile at the next person you see and watch what happens. 

Which one are going to try today?

My best longevity hack for anyone in (or wanting to be in) business for themselves:

Do whatever it takes to maintain enthusiasm in what you do.

That might mean:

- Changing your environment.

- Taking more breaks or holidays. 

- Tweaking your offerings so they excite you again. 

- Outsourcing or automating the tasks you hate.

- Finding an audience that you vibe with more. 

It might mean you move more slowly than you thought.

It might mean you make less money than you thought.

But it might also mean you stay in business longer.

And it'll definitely mean you have more fun doing it. 

If you like it, it's a lot easier to find the energy to do it.

If you hate it, everyday is a battle.

Find a way to do s**t you like and business gets easier.

Do away with the 'new year, new me' garbage and make this year a good one not by hoping, but by following a process.

Check out the article for some practical steps to get you off to a good start.

View newsletter: Workplace Wellbeing Specialist

The magic you’ve been looking for is in the work you've been avoiding. There’s something powerful about the start of a new year. A clean slate. A psyc

Open article: How to Make 2026 a Good Year by Phil Wolffe • 3 min read

Most businesses pay for an EAP.

The problem is the s**t ones cost the same as the good ones.

Here’s a quick checklist to separate a “tick box” EAP from a modern support system.

What to look for in an EAP (or EAP alternative):

- Fast access
If support isn’t available within 48 hours, it’s often too late to be useful.

- Multiple ways to engage
Not just appointments. Look for options like a 24/7 text line, email support, short resources, and self-paced courses so people can start small and build trust.

- Proactive support (not just crisis counselling)
Modern programs help prevent burnout and injuries before they become claims, with practical support across stress, sleep, habits, physical niggles, nutrition, workload management and more.

- A strong onboarding and activation plan
If the provider just “turns it on” and hopes people use it, engagement will be low. Look for a proper launch, education, and ongoing prompts so the benefit actually gets used.

- Tailored support (needs discovery, not generic content)
The best programs start by understanding what your people are dealing with, then tailor resources, training, and focus areas to match.

- Leader support and clinical supervision
Managers need backup too. Supervision, coaching, and upskilling helps leaders handle workload stress, tough conversations, and early mental health flags without becoming the therapist.

- Critical incident capability
If something serious happens, leaders need a clear, supported response pathway, plus training before the incident occurs.

- Psychosocial hazard controls
A modern EAP should support identification, reporting, risk assessment, and mitigation of psychosocial hazards, plus practical training for managers.

- Zero waste pricing
Avoid pay-up-front models where you prepay for sessions you never use. Pay-as-you-go keeps incentives aligned with engagement and impact.

- Monthly reporting that’s actually usable
Not just annual utilisation stats and a bill for the next year. Look for themes, emerging risks, what’s working, what isn’t, and clear recommendations. 

If you’re reviewing your EAP this year, this list will make sure you get a lot more out of the same budget.

What’s the one feature you wish your EAP had, but doesn’t?



P.S. You may have worked out that Kinex Health has an EAP alternative that hits all of these points.
Check it out in the comments and ask any questions you like.

If the only way to learn resilience is to go through hard things, then the only way to teach resilience is to make people go through hard things.

Not a great strategy as a leader.

Instead, look at resilience not just as ‘grit’ or the ability to bounce back, but as a set of skills that can be taught. 

That’s what functional resilience is.

What we generally mean when we say “resilience” is actually: “How much s**t can this person take before they break?”

If that’s the case, then resilience can be broken down like this:

Resilience = energy + skills + grit + connection x purpose

As a leader, this is a much more practical view that allows you to actually intervene. 

Energy: help people understand and optimise for energy, and allow them the flexibility to work within their performance patterns.

Skills: teach performance and self-management skills (conflict management, communication, good habits, health and wellbeing fundamentals, nervous system regulation etc.).

Grit: Can’t be taught but can be learned.

Connection: provide meaningful support and connection (internal and external) at different levels and with various touch points. 

Purpose: connect people to the overall purpose of their work i.e. get clear on where you’re headed and (crucially) why.

Resilience is a set of skills that can be learned, and the sooner we realise this the sooner we can start teaching/acquiring these skills.


BTW, this is exactly the kind of thing we do at Kinex Health, so reach out if you want to bring this to your team.

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

This is Maisie, she turned 100 this week - (15 in human years) 
And we've been best friends since she was 7 weeks old. 

I'll admit it, totally pup crazy over here 🙋‍♀️ But I never used to be, in fact I was scared of dogs as a child, really scared. If I could hear a dog bark walking home from school, I would walk the long way home just so I didn't have to walk past it.

Thats how scared I was. 

Yet, when a housemate of mine was getting her puppy (Hamish) it was love at first sight when I saw this little bundle of joy. 

And overnight... I became a dog person. 

So much so, that in the past 15 years Maisie and I have fostered 6 dogs to get them ready for a forever home (and one foster fail (Rusty) who ended up spending his last few years with us as part of the family 🙌

Dogs are incredible beings, and i think we can learn a lot from them, heres my take on what they do better than some humans: 

🫶 Wake up every morning with excitement for what the day will bring (turning in circles is optional
🫶 Curious about everyone they meet 
🫶 Everyone is a potential friend 
🫶 Find joy in the small things, a leaf, a bird...wait...🐿️
🫶 Make everyone feel seen 
🫶 Food is the BEST thing EVER- never gets wasted 

Be more like Maisie 
Happy Friday 😀

Careen Matthews

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

A few weekends ago I caught my dad heading out for coffee wearing our (vintage logo) company t-shirt humaneer.

He didn’t just get it because he’s my dad. He earned it.

He helped me at an expo last year, lugging screens, banners, boxes and fliers in 40-degree heat with zero complaints. Just getting on with it because it mattered to me and our team.

So seeing him here in Australia, visiting from Scotland for Christmas, choosing to pack that t-shirt in his suitcase, even when their weight limit was already maxed out with the 4000 decaf Tea bags from M&S (IYKYK 😂) it honestly meant the world.

Earbuds in. Smart watch on. (Kindle in hand) - He is absolutely ROCKING IT

There’s something really special about seeing someone who’s been in your corner long before any of this existed, supporting what you’re building in such an understated way.

A small moment that carried a huge amount of weight for me over the break 🫶

Sometimes support shows up loudly. Other times, it shows up in the little moments. 

Happy Friday 🚀

This is my husband and I on our wedding day. When he said his vowes they didn't include being an unofficial co-founder. (Thats the one with no equity and no title) 😜

But he is my rock through it all. The long days. The late nights. Holding the fort when Im travelling. Listening to my moments of doubt and celebrating our moments of momentum at humaneer.

What he brings, more than anything, is grounding.
He comes from a heritage where connection to the land is non-negotiable.
Shoes off. Feet on the earth. Breathe. Get perspective.

And especially as an expats in Australia, with no family here permanently, that grounding matters more than I can properly explain.

When my world starts to narrow to decisions, deadlines, and momentum, he gently pulls it wider again. Reminds me to slow down. To step outside.

To remember there’s a bigger picture beyond the immediate problem in front of me.

Building a company is rarely done in isolation, and as a female founder, I’ve know just how much this journey depends on the village around you. 

 - Friends who check in (and let you stay in their spare room when your travelling 🫶).
- Co Founders who are are driven and committed to the mission (heres looking at you Kimberly Burns Annie Johnson) 🚀
 - Neighbours who show up.
 - Mentors and advisors who offer perspective when you’re too close to see clearly.
 - An incredible community that reminds you you’re not doing this alone.

And at the centre of mine is this human.
Supporting, beleiving. And being there. 

It’s easy to celebrate milestones and wins.
But today I wanted to acknowledge the people who make it possible to keep going.

Grateful doesn’t even begin to cover it. 

Happy Friday 😀

Chuckling as I write this...

I’ve never been someone who “goes for a jog” or "goes for a run". That just… wasn’t me. A few months ago I couldn’t run for the bus never mind a park run. 

And yet, two Saturdays ago, I did. 5km on a Saturday morning... And it was incredible 😁

On my birthday in November last year, I decided to give myself a different kind of present. The gift of health and wellbeing.

So I started where I was (To be fair the bar was pretty low after a massive year at humaneer and juggling #parentlife).

There have been times, when it's been tough to get out and get away from the screen, when the effort has been real. 

But ....I finished... I blinking finished that first park run... 

And that’s the part that’s driving me now... 

I know ...it's only 5km.. but that seemed impossible 2 months ago and it reminded me how much we can change when we take that first little step. 

I’m still very much a beginner. Still building fitness. Still figuring it out.

But already...
I have more confidence. More energy, and I'm super proud of myself. 

So if anything, this post is a reminder that if you want something to change - start small ...but start.

Whether that’s at work, in life, or somewhere in between.

2 months ago I couldn't run. 

Until I did. 

Happy Friday 🎉

Last year, I made some mistakes.
Not the dramatic kind (thank goodness). More little ones that happen when you’re moving fast, making calls with imperfect information without losing momentum along the way. 

Now, with a bit of distance, I can see why. Doing what startups do. Moving quickly (because we have to). Responding to customers. Building while learning and making decisions based on base level data (because that’s what we have). 
Speed wasn’t my issue. Lack of reflection was (and lack of time was the excuse).

In the startup environment we work in, speed isn’t optional for us. Our runway is real. The market keeps moving. Decisions stack up quickly. And most days, everyone is wearing more than one hat (10 hats) IYKYK Kimberly Burns Annie Johnson.

The thing about startups is we don’t just move fast - we change shape constantly. Our priorities shift. Roles evolve. Plans get rewritten, and growth creates new problems before we have had time to understand the last ones. 
Without moments to pause and make sense of it, this speed can feel like: whiplash, rework, constant context-switching, confusion passed off as agility or fatigue disguised as ambition.

And so,  I needed to find a way to perform better, to reflect quickly and make better decisions, fast. 

A framework that supports me. 

So I wrote down 5 questions which have formed a mini framework for me to work fast and better when time is scarce… (Feel free to save this and use them) 

📍 What problem are we actually trying to solve right now?
📍 What have we learned that may change our thinking?
📍 What are we doing out of habit that might not make sense?
📍 What’s the clearest next decision (not the perfect one)?
📍 What is this going to cost us, (time, money and sanity)?

It’s not a long reflection. It’s not workshops or off sites. It’s my brief, intentional internal calibration. 

I learned the hard way last year that speed without reflection doesn’t stay fast. It creates rework and it can slow you later with more mess (and stress).

Already this way of working has cleared my thinking and given me just enough room to reflect quickly when I need to. It's not about hesitation, it`s not about slowing down. It’s what’s going to make the speed sustainable and the decisions better at humaneer 🚀

The HR Events calender (ANZ ) 2026 is LIVE 🚀

Thats right- no more googling "HR events near me" anymore 😂

And this year its gone up a notch, we have included a playbook to "Get the most out of HR events" (virtual and in person) 

The Calendar comes with the following 

✅ Events Calendar
✅ Playbook - Get the most out of HR events
✅ Submit an event link 

Coming soon.... The reviews page- so you can rate events you have been to and see what others thought. 

The link is in the comments, if you know of a HR/HR Adjacent event thats not in there- let me know below in the comments and Ill get it added quick smart. 

Happy Monday 😀

And thanks so much Matt McFarlane for the nudge to get this live - you ROCK 🚀

Kimberly Burns Annie Johnson Andrea Kirby Jason Portelli Cindy Hayer Kathryn Palmer Adam Axon Nick Sayer-Gearen (MBA, MAHRI) Katie McLean Tash Pieterse Christina Carden (she/her) Sharon Banfield Jodi Rosenthal John-Paul Costales Samantha Grabish (nee Williams) Kylie Fuller

Hey HR Friends 👋
A little reminder.... You’re not meant to have all the answers alone.

Some of the best HR decisions I’ve been part of didn’t come from a framework or a strategy deck. They came from conversations with people who’d been there before.

Quick sense-checks.
Different perspective.
PSometimes a moment of reassurance that you’re seeing the situation clearly.

After many (many) years in HR, I’ve noticed something important.

As HR leaders we rarely struggle with knowing what to do.
What we often look for is confidence in our judgement, especially when the responsibility is real and the implications stretch beyond the moment.

Because we know the HR decisions aren’t in isolation...
They affect people’s livelihoods.
They shape culture.
They influence trust, fairness, and long-term outcomes.

That’s why community matters so much in this profession. Not as a place for noise, hot takes, or performative opinions. Not as a substitute for expertise or experience.

But as a space for us to:

✅ Talk through nuance
✅ Share context that perhaps doesn’t fit neatly into policy
✅ Learn from lived experience, not just theory

When we, as HR leaders can sense-check decisions with peers who truly understand the role, something powerful happens.

Clarity improves.
Confidence grows.
And we can move forward knowing we are not carrying responsibility in isolation.

This kind of support doesn’t dilute judgement. It strengthens it. Its powerful. 

And at a time when HR is being asked to operate with more care, more consideration, and more impact than ever before, that kind of support isn’t a “nice to have”.

It’s foundational.

If you havent already, come check out the humaneer community, we would love to welcome you 🫶

Kimberly Burns Andrea Kirby

If your HR role feels busier than your calendar suggests, this is probably why.

Because so much of the work doesn’t sit neatly in tasks or meetings.
It lives in the thinking.

Checking before a conversation. What context we’re holding, understanding and assessing legislation... “if we do this, what happens next?” 

All of this is constantly running in our heads. 

Then we have a meeting.... and the next part of the work continues.

Notes.
Documentation.
Follow-ups.
Turning a conversation into something clear, fair, and defensible.

For a long time, I thought all of that was just the extra part of the role.
Something we absorb. 

It took me building a solution humaneer to truly address the reality of working as a HR professional to really understand that this is THE work.

Not just what happens in the room (or virtual room), but everything before and after it.

That’s why HR roles can feel mentally full even when calendars are not back to back (though back to back calendars .... thats a post for another day 😜).

If you work in HR, this probably won’t surprise you, but it might explain why the role feels the way it does.

HR doesn’t need "another" strategy deck this year. (Yep I'm saying it)

I say this having spent years in HR leadership roles where the strategy was clear and still the pressure sat with execution.

The real admin heavy work for me always came after meetings:

✅ Writing up decisions properly - ensuring everyone was clear on what was discussed, actions and outcomes. 
✅ Checking compliance twice (thrice in some spicy situations)
✅ Making sure nothing was missed 
✅ Weighing up,  then carrying the risk long after everyone else logged off (yep, most of this work was done after hours) 

We didn’t lack vision as a function, we didn't lack capability . We lacked capacity and execution support.

So strategy quietly became another responsibility in HR  - without the systems to carry it to full capacity.

That’s one of the big reasons sometimes our roles can feel heavy. We get  bogged down in the execution layer.

We doesn’t need more frameworks or slides. We need systems that actually do the admin work.

That’s how strategy stops being aspirational and becomes sustainable.

Do you agree? I'd love to know.... 

Kimberly Burns humaneer

HR isn’t just a role.
It’s a responsibility.

Sometimes I try to explain why I care so deeply about our industry and the people in it.

Because it can be a lot.

Imagine doing a role where your judgement is constantly questioned.
Where people drop into your office, your DMs, your inbox, asking for a “quick chat”. (that 9 out of 10 times is never quick 😉)
Where advice is sought and sometimes ignored until something goes wrong.

Imagine knowing that getting it wrong isn’t just awkward or inconvenient.
It can mean legal action.
Tribunal hearings.
Real consequences that follow people and companies for years.

And imagine carrying the awareness that what you advise could directly affect someone’s livelihood, wellbeing, and sense of worth.

That doesn’t switch off at the end of the day.

So when I talk about supporting HR better, it’s because I understand what comes with this profession.
Not because the role needs sympathy, but because it carries responsibility most people never see.

And supporting this industry, and the people in it, is a responsibility we take seriously and with the utmost respect humaneer

If HR feels heavy already, it’s not because you’re failing.

It’s because the system you’re working in was never designed to support the reality of modern HR.

More complexity.
More legal and people risk.
More expectation to be strategic.

With the same tools.
The same capacity.
The same admin-heavy execution sitting with you.

So if January already feels like you’re carrying too much, that’s not your motivation, it’s not a resilience gap. It’s an execution problem.

HR leaders aren’t struggling because we lack capability.
They’re struggling because too much critical work still relies on manual follow-up, memory, and work happening after hours.

There is a better way to work, one where execution is supported and not silently absorbed by HR.

And no, you don’t need to “try harder” to get there.

If you’re curious how HR leaders are reclaiming capacity, comment "LESS ADMIN" if you want the short execution load check I’ve been sharing privately with our HR friends. 🙌

humaneer

As a new week begins, there’s something I’m very clear on after 20 years in the People Space... capability has never been the issue.

I’ve worked alongside HR professionals who are thoughtful, principled, technically superb and deeply committed to doing the right thing, (often in tough situations where there is no perfect answer).

What has changed is the level of responsibility the role now carries.

More complexity, more expectation, more legislation and more nuance in how decisions affect people, culture, and the business.

For a long time, we've adapted quietly. Thinking ahead and connecting dots others couldn’t see all while holding context, judgement, and care. Often working out of hours to ensure this.

What gives me real optimism now is that this no longer has to be the norm....

We finally have better ways to support how HR actually works, not just documenting decisions, but supporting judgement, execution, and follow-through in concise ways that reflects the importance of the decisions and actions we take. 

And this matters.

Because when HR is properly supported (especially at the execution layer), it doesn’t just make the work feel more sustainable, it increases our capacity and our impact. 

And I'm here for it!

This is the version of HR I’m deeply invested in helping build.

Who's with me? 😀

humaneer

Most people think the HR work happens in the meeting.
It doesn't.

Certainly alot of work happens in meetings, but a HUGE proportion of the work we do happens around them.

Before a meeting there are: 
✅ The checks.
✅ The context.
✅ The history.
✅ The legislation.
✅The thinking through of how this could land (and what happens if it doesn’t) and preparing for scenarios.

None of this shows on the calendar invite. But it’s essential.

Then there’s the meeting itself.
✅ The conversation.
✅ The reading of the room. Noticing tone changes, slight shifts
✅ The split-second judgement calls you make as things unfold.

And once the meeting ends, the work continues.
✅ Notes.
✅ Documentation created
✅ Decisions that need to be captured properly.
✅ Follow-up that has to be clear, fair, (and sometimes defensible).
✅ Turning what was said/decided/discussed into action.

For a long time, I thought all of the work outside the meetings was just “part of the job” - something we did in the background.

It took me years to really see that this IS one of the biggest parts of our job.

Not just the conversation, but everything that surrounds it.

That’s why I care so much about how HR is supported across the whole arc (shameless plug for humaneer 😜) - before, during, and after.  Not just in the moment everyone sees.

Because when that work is properly supported, everything feels steadier, clearer and more sustainable.

What do you think, do you agree?

The meeting ends. The work doesn’t.

One thing I didn’t really appreciate early on in my HR career was just how much of the work happens after the conversation.

Everyone leaves the room and moves on to the next thing.
And HR keeps thinking.

Replaying what was said, wondering how it landed, working out how to turn intent into words that are fair, clear, and considered.

Because no matter how much we prepare for meetings, the variable is always people.

Things can get messy.
Feelings can get hurt.
Egos can get bruised.

Not because anyone meant harm, but because work is human, and people bring emotion, history, and context into the room with them (and thats what makes us human).

For a long time, I just thought (or accepted) that was part of the job. Something you did quietly, unseen, that just happened.

It wasn’t until much later and once I stepped into building humaneer that I realised how much judgement, care, and responsibility sits in the moments after the meeting is over.

That thinking isn’t extra. It’s not overthinking. It’s the work.

What makes me genuinely optimistic now is that we finally have better ways to support ourselves in HR for those moments. Not just pre meeting or in the meeting itself, but afterwards, when decisions are being shaped and our confidence really matters.

That’s where things become clearer. And that’s where expertise and impact shows up.

I'd love to ask my HR friends - do you agree... so much of our work starts after the meeting?

Stepping out and being brave today by sharing this article I wrote in December.  Writing has never been a strength of mine, and delving into it at the end of the year to write articles has been a "journey"... and one that I am thoroughly enjoying now.
Don't forget the humans is a little corner of the web for curiosity, rubber ducking on paper and making sense of the world of work - I'd love to know what you think....

How does organisational culture hold up when so much knowledge now lives in systems, not people? This is something I’ve been thinking about alot recen

Open article: If systems hold knowledge and humans hold culture. What happens if one starts replacing the other? by Careen Matthews • 5 min read

If systems hold knowledge and humans hold culture. What happens if one starts replacing the other?

House of Talent is BACK 🕺🏼

A night of People people and great house music- where it's all about connection not content. 

We absolutely love teaming up with Viren Thakrar and Andrea Kirby for this event again in Melbourne. 

If you love music and meeting people this event is for you.

🗓️ Thursday 26th Feb
⏰ 5.30-9.30pm 
📌 Secret Melbourne CBD cocktail bar (details released to ticket holders before the event) 


Early bird tickets are live - details down below in the comments 👇🏼

Kimberly Burns Annie Johnson Jodi Rosenthal Tamara Di Veroli Tammie McDonald Ivan 'Harry' Harrison Matt Vido Adam Axon Bridget Thakrar GAICD humaneer 

can't wait to see you on the dancefloor ...

taplio

The Battle

Phil Wolffe

Careen Redman-Matthews

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taplio

The Battle

Phil Wolffe

Careen Redman-Matthews

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Phil Wolffe's LinkedIn Performance

Performance ScoreCareen Redman-Matthews's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScorePhil Wolffe's LinkedIn Performance