humaneer

We’re pioneering a new era of HR - where professionals have the time, tools, and support to lead. 

Mak by Humaneer is your AI-powered productivity partner, purpose-built to reduce admin and unlock strategic impact. Built by HR, for HR, we combine intelligent automation with the power of a global community so no one has to go it alone. This is how we deliver on our promise: less admin, more impact.

CEO/Co-Founder

Quantum Brilliance

We build room temperature quantum computers, powered by diamond, which will provide ubiquitous quantum computing.

Founded in 2019, Quantum Brilliance is a venture-backed Australian-German quantum computing hardware company, providing diamond quantum accelerators supported by a full stack of software and application tools. Quantum Brilliance’s vision to enable mass deployment of quantum accelerators will propel industries to harness edge computing applications and next generation supercomputers. Quantum Brilliance’s international partnerships extend into North America, Europe and the Asia Pacific, working with governments, supercomputing centres, research organisations and industry leaders.

Global Head People Culture and Talent

Instaclustr

Instaclustr is the open source as-a-service company, delivering reliability at scale. We operate an automated, proven and trusted management environment, providing database, analytics, search and messaging. We enable companies to focus on building cutting edge applications, eliminating the need for costly operations teams and technology.

Our core technologies include Apache Cassandra, Apache Kafka, Apache Spark, Elasticsearch, Kibana and Zeppelin. We deliver mission-critical, high performance and always-on data solutions for our customers - supported 24/7 by our Technical Operations team.

Instaclustr’s consulting expertize leverages the experience we have gained from almost 30+ million node-hours of managing Apache Cassandra and related technologies. Our staff includes experienced consultants with deep expertize in the technologies we support as well as extensive consulting experience.

Vice President - People

People Rock

People Rock is a Dynamic HR consultancy which focuses on results.

We help Start ups and SMEs get their HR sorted FAST! 

We specialise in putting your HR framework in place using the best technology in the market, while helping you build out an AWESOME employee experience. Our goal is to get your HR up and running quick smart, with a robust employee journey and superb employee experience. While saving you time and money from the outset!

As the creators of the “7 Points of Engagement Model” our unique approach allows for assessment, development and measurement throughout the process of developing a strong positive work culture. 

We believe that a highly engaged team equates to an AWESOME work culture, and we can help you do that! 

We are advocates for wellness in the workplace, work/life balance and using positive psychology principles to increase overall well being, productivity and resilience. 

We believe in equity and equality, strengths based development and increasing organisational culture and engagement through a shared value system. 

Most importantly… we get results!

Fractional HR/Senior People and Culture consultant

Sitback Solutions

Best Place to Work (Top 25) 2015
Best Place to Work (Top 20) 2016
Best Place to Work (Top 20) 2017
Employer of choice 2016 - City of Sydney Business Awards
Excellence in business 2016-City of Sydney Business Awards
Overall business of the year - City of Sydney Business Awards
NSW Employer Of Choice 2016 - Business Chamber Awards 

Sitback Solutions is a Human Centered Design and Development agency providing customised solutions, psychology-based Experience design, off and on-line, best practice web development and specialised UX training. 

Our Experience design team are registered psychologists and HCI Specialists who apply a depth of research to our work. Our Development team are highly experienced software developers specialising in PHP .NET and Front end development. 

We have been fortunate to work with a broad range of top brands across all sectors including: Finance, Retail, Charity, Entertainment, Government, Education and Corporate.

Working directly with our CEO and SMT team, I manage all things People and Culture within the business.

Head of People and Culture 

cre8 recruitment

... cre8ting opportunities
cre8 recruitment is a boutique Australian owned recruitment company that specialises in the recruitment of professionals within Digital, Creative and Media . We practice what we preach, embracing new technologies and taking recruitment to the next level. 
visit our website - www.cre8recruitment.com.au
We strike a balance between a unique and personalised service while working with some of the biggest players within the industry, both client and candidate side. With soft skilled and technical expertise, cre8 recruitment is "cre8ting opportunities" across the sector. 

We pride ourselves on our unique approach and welcome you to get in touch to find out more.

Founding Director

JMC Academy

JMC Academy is Australia’s leading private education and training provider for the Music, Film and Television and Digital Media fields. 

As a guest lecturer I am lucky to get to share my passion for the recruitment industry and help educate those who have never been active in the job market work effectively to secure their first role in industry. 

My lectures cover the following topics 
- Resume writing - (how to stand out from the crowd)
- Personal online branding through social media (the effects and benefits of online profiles)
- Utilizing different mediums throughout your job search (and how to track these)
- interview preparation and techniques (including those killer questions, competency based interviewing etc.)
- following up after interviews- the next step

Guest Lecturer

TPP Recruitment

Working within the Not for Profit Sector specializing in providing Recruitment and HR Solutions for N-F-P clients and Government Organizations. I was responsible for setting up the new PR and Communications division. Areas of specialism were PR, Communications, Sales and Marketing. Responsible for growing the division for the organization.

Senior Recruitment Consultant

Head of Commercial temps – JPA Graduate (London)
Was relocated to the London office to build the graduate commercial temps division. Focusing on starting up this new area for the organization. Concentrated on Business development and setting up systems for the temporary market. 

Manager – JPA Scotland 
Leading the Scottish team based in the Edinburgh Office. Attending monthly Manager meetings in London do discuss progress and strategy within the organization, Was responsible for the attraction, retention and development of new employees within the office. Also conducting one-2-ones and setting KPIs and Targets. 

Consultant – JPA Scotland 
Managing the careers of recruitment professionals within Scotland. Developing strong client relationships while helping with workforce planning and recruitment for growing areas within their business. Specializing in Headhunting and networking within professional service recruitment.

Manager - Graduate (Temporary Appointments)

I see a bright future for HR. As Co-Founder and CEO of Humaneer, our team are leading the charge in transforming HR through AI, making HR faster, smarter, and more human.

With over 20 years of experience in the people space including building and leading global HR teams, I know first hand the challenges HR teams face - buried in admin, navigating complex compliance, and constantly firefighting. That’s why we have built Humaneer.

Humaneer is on a mission to give HR teams back time to focus on people, not paperwork, so they can be more strategic, more proactive, and more human. Built alongside a thriving global HR community, Humaneer's AI powered platform, Mak, is not just software; it’s a movement toward a smarter, more strategic HR function.

I also sit on the UNSW HR Advisory Board, helping shape the future of HR education.

Careen Redman-Matthews

This week I hit 10K followers and I thought this is a great time to reintroduce myself. Its Friday, I'm in a great mood and so coming in with 10 quick facts. 

1 - I'm proud, super proud of what we have built over at humaneer where I work as both Co founder and CEO. Tech start ups run through my viens and building  with Kimberly Burns and Annie Johnson is the role of a lifetime. Its not often you get the opportunity to reshape the industry you love from the inside out, and it is not a role I take lightly. The same way I felt responsibility to the organisations and people while leading HR teams, I feel that same responsibility now, to our industry. 

2- My son is the beat of my heart. Smart, inquisitive, stubborn and so very very kind. I give thanks every day that we have our little miracle boy and being his mum is the greatest privilege.  

3- I have some really questionable tattoos.... I got my first one at 16 (used my friends licence as ID 😜) Pop culture and life events informed my choices... for better or worse 😂

4- Studying positive psychology in 2016 literally changed my life and how I worked in HR. If you ever get the opportunity to study it, do it! It led me to becoming a certified strengths coach with the Centre for Applied positive psychology, changed the way I thought, worked and look after my brain and body. It also brought me to setting up the "Advent kindness challenge" on instagram - check it out if you fancy swapping chocolate for kindness in the run up to Christmas. 

5- I LOVE being out at my veggie patch, it is a source of such joy in our household. Planting, growing and eating your own food is someone quite special and I feel very grateful to have the opportunity to do that with my hubby and son. 

6- Cooking keeps me sane. Entertaining keeps my cup full. Whether it is a BBQ, dinner, lunch, brunch or anything in between, sharing food, conversation and laughs with friends and our community lights me up from within. 

7- I've just started a substack account (and literally have no idea what Im doing)if anyone has any tips, please let me know. Its called "don't forget the humans" and is a place for  curiosity-driven exploration of how work, technology, and life are changing, and what it means for us humans at the centre of it all. 

8- I wake up at 5.30am every morning, even weekends. Not to be part of some club, but to get that first morning cup of tea in beautiful silence. (Not so silent recently with the neighbours rooster, but thats another story 🐔) 

9 - I feel such gratitude for the people who have connected with me here - there is something quite special about finding people that you can learn from, share ideas, support each other and cheer on from across the world. (Thank you 🙌)

10- I love to learn, curiosity is how I spend my down time. It is my ultimate way to relax. Power Plate coach, Zumbini instructor, The newest AI tools and models, if Im learning Im happy. 

Thanks for reading, have an AWESOME day 😀

Careen Matthews

Your AI HR Assistant | Built by HR | Powered by AI | Trusted by Professionals

This one’s for my HR friends in start-up land.
(I see you. Truly.)

I started my morning in a live demo of Mak, the AI-powered HR Assistant that sits in the real, messy HR work that happens inside fast-growing companies.

Here’s what we worked on live:

She needed support building a leadership program for the Co-Founding and Exec team, something most HR people know is critical, but rarely gets the oxygen it deserves when you’re juggling hiring, onboarding, culture, and the daily surprises that come with founders moving at speed.

What I loved about this session was how quickly we went from “this is important and overwhelming” to “okay, I've got this.”

Mak didn’t replace her thinking.
It removed the friction.

It gave us structure, clarity, and momentum. The kind you usually only get once you’ve carved out a full day (that you don’t have) to sit, think and build.

And in minutes, here’s what Mak produced:

✅ Step by step process to build out a leadership program. 
✅ Leadership development framework, complete with 
a structured document to outline specific leadership competencies, development activities, and timelines tailored to the needs of the co-founders. 
✅ A framework for establishing and managing mentorship pairings to support the co-founders in developing essential leadership skills and business acumen.
✅ A high-level document that outlines the learning and development goals for the co-founders, including methods for acquiring commercial skills and key performance indicators to track progress.
✅ A tool to assess the skill gaps in leadership, strategic thinking, financial literacy, and decision-making among the co-founders, aligning learning initiatives with their development needs.
✅ A structured approach to set specific development goals for each co-founder, outlining required skills, training plans, and progress tracking to ensure effective learning.
✅ A tool to help the co-founders create clear, measurable, and realistic goals for their leadership development journey, ensuring they stay focused on key objectives.
✅  A guideline for implementing change management strategies within the startup, helping the co-founders navigate the complexities they are encountering.

This is the kind of work that can support how founders lead, how teams communicate, and how a company grows. And when you’re the first or only HR person, tools that give you back time without diluting the quality of your work are rare.

If you’re in the thick of scaling with founders who are learning leadership as they build, something like Mak might actually make your week a little easier.
Give Kimberly Burns Annie Johnson or myself a shout if you want to see how Mak can help move you from Admin to Impact - Today! We are jumping on calls with HR and P&C removing the friction in their roles in real time. 
humaneer

Working in HR looks very different today that it did this time last year. 

I used to spend so much time in the admin, checking legislation. ensuring process was followed. My nights spent writing up notes, emails, policies, frameworks because my days were spent in back to back meetings. 

Being reactive because there was not enough hours in the day to coach, enable and advise while keeping up with all the documentation and follow up. Strategic time, that was a dream some days due to the volume of work. 

And that is what drives Kimberly Burns Annie Johnson and I.  Our vision was to change the way HR was done in companies. Fast, efficient and more human. To move from reactive to proactive. 

To build a platform where we can 

✅ Get answers fast - with step by step process instructions, underpinned by legislation and highlighting risk at every step. 
✅ Negate the need for note taking, as soon as the meeting is done, the compliant notes are there for you. 
✅ Predictive documentation, based on your query or meeting - done in seconds. 

A place to "DO" HR. 

We called the platform Mak (short for Machine Accelerated Knowledge). And Mak is helping HR teams and Small businesses across ANZ completely rewrite how HR is done. 

I got this message from one of our awesome customers yesterday, a seasoned HR professional who has been using Mak this week to update their policies. (Freeing up time to focus on the change management and roll out required for the updates). This is not the future of HR, this is the Now. 

If you want to see how Mak is changing how we work, for the better. Reach out, I'd love to show you. 

humaneer

A HR Guide to Supporting Employees Through AI Adoption 
I read a really interesting article by Built In this morning (link in comments) and these are the stats that got my attention.... 

- 64% of American adults plan to avoid using AI for as long as possible
- 31% of employees (and 41% of Gen Z) are actively working against their company’s AI initiatives
- 45% of CEOs say their teams are resistant or openly hostile

According to the article, There is fear around being replaced, of inaccuracies, of skill erosion, of environmental impact, and of leaders pushing tech without clarity or purpose.

And I believe it gives us as HR key pointers in how to structure our change management approach.

Here’s my quick thinking on how to build trust during AI adoption:

✅ Lead with the “why”. We need to clearly articulate:

-What AI is solving
-How it supports business goals
- How it supports them

✅ Don’t force AI where it doesn’t fit. A lot of pushback comes from employees being told to use AI for tasks AI isn’t good at. When usage becomes a checkbox exercise, resistance increases.

Be honest about:
- Where AI adds value
- Where it doesn’t
- Where it slows work down (because sometimes… it does)

✅ Build a culture of experimentation. You don’t need a culture of “AI adoption.”
It's a culture of testing, learning and continuous improvement.

People adopt AI faster when:
- They’re allowed to try things
- Fail safely
- Share learnings
- Influence how workflows evolve

✅ Validate their concerns 
Employees are raising legitimate issues: Inaccuracy, bias, deskilling, environmental impact, dependency on tools they don’t fully trust. If we shut these conversations down, we shut down adoption.

Our job is to:
- Listen
- Break down the problem
- Explore whether AI is the right tool
- Acknowledge what we can’t control

Validation builds trust,  and trust fuels adoption.

✅ Be crystal clear about guardrails. People resist what feels unsafe or unpredictable.

HR can reduce that dramatically by clarifying:
- What AI will do
- What AI won’t do
- Which decisions remain human
- How data is handled
- How accuracy is monitored

✅ Protect the human skills that matter, concern that AI will erode their critical thinking skills, it doesn’t have to be that way.

Use AI to elevate skills, not replace them:
- Less admin work
- More strategy
- More decision-making
- More creativity

So here's where I have landed personally...
AI resistance isn’t a people problem. It’s a change management and communication problem.

I truly believe that we, in HR are uniquely positioned to close that gap by leading with:
- Transparency
- Clear goals
- Experimentation
- Psychological safety
- Human-first design
- Realistic use cases

What’s your thoughts on this? I’d love to know…. 

(If you enjoy thinking this stuff through with fellow HR folks, come join the humaneer community - I'd love to welcome you).

What if I told you your HR team could increase capacity by 24% next week…
without hiring a single extra person?

Bold, I know. We already know that the stress we feel in HR is not a capability issue. It’s a capacity issue.

We already have the expertise, the judgement, the EQ, the deep organisational knowledge.
What we don’t have?
The hours.

Between compliance, documentation, file notes, policy updates, investigations, recruitment, onboarding, and the never-ending “quick questions” (that are never quick) 😜

HR isn’t short on talent.
HR is short on time.
That’s exactly why we built Mak by Humaneer.
Not as another dashboard.
Not as another system to manage.
But as an AI-powered productivity partner, purpose built by HR, for doing HR. That eliminates the repetitive admin blocking our best work.

Here’s what happens when you get time back...
✅ More strategic decision-making
✅ Faster compliance responses
✅ Better employee experience
✅ Less burnout
✅ More space for culture, leadership, coaching and impact

THIS is what “less admin, more impact” really means.
And no, you don’t have to wait months.

That’s the part I’m the most excited about.
Small shifts in admin automation compound fast.
You feel it within days. Your team feels it. The business feels it.

If you're curious what 24% more capacity could actually look like for your HR team reach out. 
And come join our humaneer community and see how HR professionals globally are already transforming the way we work.

What would you do with 24% more capacity next week? I'd love to know ...

This time next week I will be Sydney side with our ambassadors Jason Portelli and John-Paul Costales Kathryn Palmer for our end of year humaneer meet up, and I CAN'T wait to see everyone for a fun afternoon of connection, conversation, and maybe even a cheeky toast (or two) 🥂

📍 Bungalow 8, King St Wharf, Sydney
🗓️ Thursday, 11th December 2025
⏰ 2 PM – 4 PM

No agenda, no pressure... just good people, great chats, and some festive spirit 🎅💬

Its been a massive year for the community and for HR in general, this is the perfect way to round off the year. A safe place to connect, share and have some fun. 

Looking forward to seeing our humaneer friends and some new faces (who will leave as friends I'm sure). 

If you havent joined us before, come along and meet your people. humaneer is more than community. Its a movement, its a home for HR and its a place to be yourself surrounded by people who "get it". 

👉 Link to RSVP: https://lnkd.in/gbVC2iAH

... or just login to humaneer.app and put your name on the event invite. Come celebrate with us! 🎉

Jolene Leong Richard Winters Kate Dodd Mark Lewis Natasha Meah Jasmine Alderton Sorcha Joyce Dee Rice Kerry Shields Jackie Greenwood Jacquie Williamson Sharon Banfield Mallory Conboy Olga Papageorgiou Kimberly Burns Annie Johnson 😀😀

I’ve been sitting with something for a while now… this feeling that the world, especially the world of work is shifting faster than any of us can reasonably process.

Every week there’s a new technology, a new expectation, a new economic twist, a new conversation about what work should look like. 

And somewhere in the middle of it all are real humans, trying to make sense of it in real time.
I don’t have the answers (honestly, who does?) but I do have curiosity, bucketloads of it and a deep belief that work should always centre people, not the other way around.

So… I’ve started a Substack. YAY - It’s called “Don’t Forget the Humans.”
 And it’s my little corner of the internet to explore:
 ✨ how work is evolving
 ✨ how technology is reshaping us
 ✨ how society and economics show up in our work lives
 ✨ and what all of this actually feels like for the humans at the centre

No hype. No doom.
Just curiosity, questions, reflections, and the occasional “is anyone else feeling this too?” moment.
If that sounds like your kind of thing or if you’re simply trying to make sense of the rapid changes happening around us, I’d love to have you join me.

Here’s the link:
 👉 https://lnkd.in/gEU9kC7z

And a massive thank you to everyone who encourages me, challenges me, and shares this wild, wonderful journey of learning. You’re the reason I feel brave enough to try new things like this.

Have an amazing weekend when it comes for you - and don’t forget the humans ❤️

Open article: Don't forget the humans | Careen Matthews | Substack by dontforgetthehumans.substack.com

Don't forget the humans | Careen Matthews | Substack

I've had some really interesting conversations recently with some of the humaneer community about how they got into HR/People space. 

Some chose HR, others HR chose them... There are so many interesting stories of how we all got to where we are. 

For me, I was travelling in Thailand in my very early twenties, I met the most inspiring girl, she worked for a big recruitment company in London.... her passion for people, growth and support was infectious, and I was hooked. On returning to Scotland I made it my goal to get a role in recruitment, and that is how my people career started... a beach in Thailand meeting one of the most inspiring women 🙌🏼

So I thought this would be a little bit of fun... how did you get into HR? 

Feel free to share your story in the comments. I love learning about how others got into HR 😄

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

We’ve moved so much of what we know into platforms, workflows, and tools.
And honestly… there’s a lot of good in that. I've seen first hand how thoughtful platforms like Mak by humaneer can transform the role of HR in extremley positive ways like,
  
Knowledge becoming accessible.
Processes becoming clearer.
People not left guessing.

But is there another side too?
When systems hold the “how,” do humans stop sharing the “why.” When everything is automated, do we start to forget that culture lives in stories, relationships, rituals… in the things systems can’t capture.

And that made me think:
Are our systems strengthening culture… or slowly thinning it out? Is this something we should be thinking about? 

In this week’s edition of Don’t Forget the Humans, I explore it...

If you’re thinking about how technology is reshaping the way we work, lead, and connect, I’d love you to read it (and give me your feedback, its my first article 🙌).

Here's the link 👉 https://lnkd.in/gRj-NjAG

As always, I don’t have all the answers.
Just a lot of curiosity and a deep belief that culture is worth protecting.

Would love to hear what you’re noticing in your world.

Have an awesome day 😀

Open article: If systems hold knowledge and humans hold culture. What happens if one starts replacing the other? by open.substack.com

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

Hey HR friends 👋🏼 A quick question if you have 2 seconds... 

I'm building out a library of workflows showing where AI integrats into them for HR teams. 

Is this a resource you or your team would find useful? 

let me know below, and feel free to comment which workflow would make the biggest impact today 👇🏼

keep an eye out for the first share 😊

humaneer 🚀

Would a resource that shows HR workflows and how AI integrated into them be useful to you? 

Community Builder | Culture Keeper | Quiet Leader of Bold Change

As a Humaneer Ambassador, I help create spaces where HR professionals can exhale, feel seen, and reconnect to why they do this work.

🤝 I strengthen belonging across the community by hosting meetups where people can share openly, ask “stupid” questions, and speak from the messy middle.

💬 I seek to build authentic connections by moving conversations beyond “how’s work?” into what’s real, brave, and human, resulting in increased community engagement both online and in-person.

🌱 I shape the vibe of the Melbourne humaneer community, modelling curiosity and inclusion, and helping others feel brave enough to show up as themselves.

🛠 I design & facilitate workshops for the community, mostly focused on applying product thinking principles to HR work

🚀 I help Humaneer in it's quest to redefine what HR can be: more human, more impact, more fulfilment, one message, one meetup, one meaningful connection at a time.

Ambassador

Give A Damn

I help start-ups and scale-ups apply product-led thinking to solve common people-scaling challenges so they can turn the magic behind their success into rocket fuel for future growth

Founder

Catapult

My role at Catapult was a 12 month parental leave cover, which saw me lead the APAC P&C team (team of 4), as well as provide global P&C support for finance, rev ops & supply chain functions. I also played a mentoring role for the global people team by supporting the delivery of the FY24 people strategy, which included leading several key projects.

Key achievements: 
 
• I led the team that designed and delivered a comprehensive Engineering career framework, providing much-needed clarity on career growth within this function. Feedback from Engineers has been very positive
• I introduced an Agile P&C approach to my team in Melbourne. This has helped the team be more data driven in it’s work; gather feedback faster via prototyping, and generally improve the volume & impact of the work we’ve delivered.
• I implemented a new performance review process. This approach combines manager & peer ratings gathered throughout the year to provide regular performance feedback to people, driving high performance, and a more transparent and fair determination of performance. 
• To better support this new performance process as well as the introduction of career frameworks, I transitioned Catapult’s people success platform from Culture Amp to Lattice. 
• I oversaw the implementation of a new compensation tool (Comprehensive) to run Catapult's merit increase and equity distribution process. This involved guiding and mentoring a member of team with the end to end implementation & project management of the roll out. 
• Invested a significant amount of time in improving the global People team's utilisation of HR software and systems. This included improving the team's utilisation of BambooHR, in order to level up the integrity of our people data.
• I provided joint site leadership for the APAC region, this has included upskilling the leadership capabilities of the local managers, as well as overseeing the project management of moving Catapult’s Melbourne office from Prahran to Cremone.

Director, People & Culture (APAC) - 12 month Parental leave cover

PaperCut Software

As PaperCut's first P&C leader, my mission was to preserve our "People First" culture as the business rapidly expanded. I was accountable for all aspects of the P&C function globally, including talent acquistion and people operations. During my last four years, I was a member of the executive team. 

Key accomplishments: 

• I had the privilege of leading, mentoring, and expanding my team from a team of one (myself) to a team of ten. I am particularly proud that three of my team were able to advance to Head of People roles at other high-growth startups
• We reached a peak of 83% in PaperCut's employee engagement score through targeted improvements to career progression, people leadership, personal development, and transparent reward, recognition, and pay processes
• I worked annually with the executive team to create sustainable headcount growth plans and annual salary increase budgets, leading to a doubling of revenue and growth from 80 to 250 employees
• I oversaw the expansion of PaperCut's international offices, including tripling the headcount of our US office in Portland and opening a new UK office that grew to be almost as large as the US office
• To position PaperCut as an employer of choice we created a compelling Employee Value Proposition and prioritized candidate experience in our hiring processes. To further enhance these efforts, I hired a very capable Head of Talent and supported her to build on our foundation, resulting in numerous industry awards and recognition for our Talent Team
• I made it a priority to support and advocate for diversity, equity, inclusion, and belonging (DEIB) efforts across PaperCut. This included reworking our internal policies and hiring processes, and appointing regional and global DEIB leads to deliver education and resources to increase awareness and understanding
• I spearheaded efforts to design innovative agile organizational structures that would deliver rapid scalability, and significantly improved customer outcomes

Head of People & Culture

Port of Melbourne Corporation

I was brought into PoMC to deliver the key projects of the three year People and Culture strategy. In the past twelve months internal team movements have also seen me take on Business Partner responsibilities for two of the four divisions within PoMC.   

Key achievements: 

- Negotiated a new PoMC Enterprise Agreement with Unions and employee bargaining representatives under a climate of uncertainty and change due to an impending privatisation process. The new EA was agreed prior to the expiry of the existing agreement with 96% of employees voting in favour
- On request from the PoMC Board of Directors, I implemented a new recruitment process which reduced labour costs by $500,000 per annum and delivered a level of rigor in the hiring decisions that would withstand scrutiny 
- Undertook a statistical analysis (t-tests/correlations/regression analysis) on PoMC’s employee satisfaction survey results. I identifying improvement opportunities within leadership development, which the CEO then used to inform an executive leadership program
- Project managed the implementation of a HRIS into PoMC including system configuration. Unfortunately the implementation did not proceed due to unresolvable software issues with the vendor. I did however successfully close the project out and recoup compensation     
- Launched a prototype two way monthly performance conversation form to replace our current annual review form. This is currently being piloted within the P&C team before being trialed in other areas of the business.

People & Culture Business Partner | Project Manager

CSM Sport & Entertainment

I was initially engaged on a fixed term contract with a brief to improve the quality of
service the HR team provided to the business. After six months I was offered a full-time
role with added responsibility of delivering HR business partnering to two divisions.  

Key achievements: 

- I worked closely with my senior managers across both my brands, delivering leadership coaching which improved their capability in developing their staff and empowering them to deliver great work
- Completed the first remuneration analysis ever undertaken for the entire CSM group. The analysis was used to inform future salary decisions by the newly formed remuneration committee
- Developed a talent acquisition strategy for the global CSM group, which I presented to the executive team. The executive team approved the strategy and the Recruitment team were tasked with implementation
- Spent six months working remotely on my return to Australia, where I redeveloped the internal HR procedures and built easy to use manager and employee factsheets on key HR issues. These were rolled out by the London HR team across the business.

Human Resources Business Director

I started with DWS as an IT graduate, before moving into the P&C team. My first role
was in Recruitment before I stepped into a P&C Business Partner role. My final year was
focused on project delivery, leading a national change initiative.

Key achievements:

- Launched the first DWS employee satisfaction survey, with a participation rate of 90%. I used the results of the survey to develop a national organisational change initiative. This initiative was developed during Executive Team planning workshops which I participated in 
- Developed a national training & career pathways framework, based primarily on industry recognized certifications (i.e. Microsoft, Oracle & PMBOK). This was instrumental in ensuring that DWS retained its Microsoft Gold Partnership. 
- Delivered over 100 performance appraisals per annum for DWS consultants in both Melbourne and Adelaide. This included the development of a calibration process to ensure that salary increases were applied fairly across the organisation  
- Collaborated with the GM in the Adelaide office to create prototype capability groups, which focused on growing consultant capabilities within key technologies. 
- Delivered performance counselling, and when required separation services to both the Adelaide and Melbourne offices. I had great success at improving poor performing consultants back to a level where they were making positive contributions to the business again. 
- Managed the DWS graduate program, hiring over 30 graduates in12 months. 90% of these hires were still with the organisation and billing clients when I left DWS
- Built strong relationships with key universities in Melbourne by attending campuses and offering career advice seminars to prospective graduates.

People & Culture Business Partner | Recruitment Consultant

From my first interaction with traditional HR nearly 20 years ago I've been driven by a simple question: "Surely there must be a better way to do HR?"

I travelled the world in a quest for inspiration, looking in places you may not expect. TedX conferences, elite sports teams, design thinking, to name just a few. I then had the good fortune to set up and scale People teams in global high-growth tech companies.

These opportunities gave me a front-row seat to hyper-paced, disruptive, customer-obsessed product thinking, and I had a thought – What if the future of HR wasn't HR at all?

I began to apply human centered design and product thinking to the way my teams designed impactful people solutions and something wonderful happened. We delivered solutions that actually helped people consistently do great work, while tangibly improving customer value and creating growth. I was hooked!

I created Give a Damn to help fast-growing teams scale with clarity, agility, and heart, using product thinking combined with deeply human design to honour what matters most: your people, and the people your work enriches.

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Careen Redman-Matthews

Adam Axon

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taplio

The Battle

Careen Redman-Matthews

Adam Axon

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);}Careen Redman-Matthews's LinkedIn Performance

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