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

Impactful People

Helping leaders build cohesive, high-performing teams with a focus on trust, accountability, and open communication.

My goal is to empower leadership teams to operate strategically and sustainably, so they can drive their businesses forward with confidence

www impactfulpeople.co.uk

Founder

Legl

Led the People Strategy to enable team growth and drive business success, reporting directly
to the CEO and COO. Member of the Senior Leadership Team, contributing to overall
company strategy and decision-making. Built a strong foundation for a high-performance
culture, focusing on enhancing employee experience and engagement. Accountable for end-to-end employee lifecycle management, from talent acquisition to retention, implementing
scalable processes.

Head of People

Koodoo

Led a company-wide growth phase from 15 to 40 team members in just 8 months as part of
the Senior Leadership Team. Developed and implemented comprehensive people operations,
including processes, tooling, and employee life cycle management, resulting in the creation of
high-performing teams and individuals aligned with company values. Managed all aspects of
People & Tech initiatives, optimizing delivery approaches for maximum efficiency and team
success. Provided agile coaching and facilitated its implementation across the organisation.
Collaborated with CEO and COO to establish and expand our new business venture, Candor.

VP of People & Delivery

Head of People & Delivery

felloh!

Collaborated with the founder from inception to validate product market fit. Successfully
developed and executed prototypes, leading to a market-ready product within 8-months
Assembled and guided the initial team to support business growth

Advisor

The University of Sheffield

Developer and Environments Manager

Oakbrook Finance

Led and executed a comprehensive "agile people experience" program, enhancing employee
engagement and culture at Oakbrook Finance under the guidance of the CTO and then
CPeO. Developed and implemented innovative organizational structures to foster
collaboration and efficiency, enabling seamless integration between human and technical
aspects beyond compliance. Established and empowered scalable delivery teams throughout
the organization, ensuring transparent governance and alignment with strategic objectives.
Successfully designed, implemented, and maintained effective delivery management systems
and reporting mechanisms.
Drove measurable productivity improvements by championing and ingraining Agile
principles, processes, and mindsets across all business functions.

Head of Agile People Experience

Reporting to the CTO, principal focus on ensuring effective delivery of software to support the
business objectives. Accountable for all aspects associated with building and maintaining an
efficient software development department.

Head of Software Delivery

Webroot

Scrum Master for 3 scrum teams utilising Scrum and Kanban with a focus on guiding the teams toward improved workflow and productivity.

- Facilitate sprint planning, retrospectives, and sprint demos
- Assist the product owner with backlog grooming
- Ensure cross-team coordination in a co-located environment
- Reach out to the larger company network for impediment removal
- Work with the Product Owner to determine and maintain relevant metrics to track team performance
- Collaborate with other Scrum Masters in the organization to ensure consistency across team

Scrum Master

TalkTalk

Leading 2 Scrum Teams as part of the New Agent Experience Project applying Scrum principles, practices, and theory.

Facilitating 
- Daily Stand Ups including team members in several locations
- Sprint Planning using Planning Poker
- Reviews and Retrospectives 

Producing and managing Scrum artifacts  such as Burn Up/Down charts, Velocity Metrics, daily Scrum Boards
Utilising strong skills & knowledge of servant leadership, facilitation, situational awareness, conflict resolution, continual improvement, empowerment, and increasing transparency.

Acting as a mentor specialising in Scrum and Agile, sharing the framework and advising on the implementation of Agile techniques.  Helping the wider organisation identify where benefits can been gained from utilising agile methodology, driving the adoption of these methodologies across the organisation.

Barclays

Leading technical delivery of Barclays Mobile Banking App (BMB) | Barclaycard App (BCA) | bPay Mobile App | Pingit

Managing complex integration of new functionality. Utilising the fast paced and dynamic form of Agile Delivery - ensuring my team is highly motivate to achieve

Delivery Manager / Scrum Master

La Gantoise, Belgium

Coaching a range of ages (5 years old - senior) and abilities (beginners - international players).

Playing for Dames 1st Team

Hockey Player & Coach

Working with Leadership Teams who want:
✅ High trust to drive the business forward.
✅ To be part of a team that collaborates, communicates openly and takes collective accountability.
✅ Want to be focused on long-term strategy, not just putting out fires or getting bogged down in day-to-day.
✅ To enable greater overall business performance.

But are struggling with:
😣 Slow or no decision making 
😣 Lack of alignment, accountability, transparency 
😣 Being functionally focused rather than collectively business-focused 
😣 Low levels of trust in the Leadership Team from the wider business

🚀 Leadership Team Audit – Get a clear picture of where your leadership team is today, identify gaps, and understand what’s holding you back. Think of it as a check-up for your team, with practical recommendations to move forward.

📖 Build Your Leadership Team Playbook – Define exactly how your leadership team works together. We’ll set clear rules for communication, decision-making, and accountability—so you function as a high-performing unit, not just a group of leaders in the same room.

🛠 Offsites & Workshops – Need to reset, refocus, or tackle a specific challenge? I design and facilitate leadership team offsites and workshops that get people talking, problem-solving, and leaving with real actions—not just post-it notes full of ideas that never go anywhere.

No fluff. No generic leadership theory. Just real, practical solutions to get your team aligned and performing at their best.

Claire Lowry-Hubball MCIPD

Yesterday’s Momentum Valley event was a timely reminder that leadership is far less about personal heroics and far more about the quality of the collective around you. 

Mariam Smith MBA spoke about the pressure to "know it all," reminding us that the real work is actually in surrounding yourself with a management team strong enough to fill those gaps. 

That theme of partnership carries directly into investment. Vanesa Pazos spoke about how choosing an investor is about more than capital; it is a relationship built on transparency. At NoBa Capital they look for founders who show up as themselves and have the confidence to put their hand up when things go wrong, rather than performing certainty while things are breaking. It’s about building trust through behaviour under pressure, not just words.  

Eleanor Tang-Smith's passion to get into the rooms where no one looks like you and "shake them up" always lights the fire in my belly! 

Debbie Lewis left us with: what could you do if you were just 10% braver.

It was an energising day that reinforced why building collective performance matters so much more than trying to be a star individual. It turns out you can have a bit of fun while you're at it, too.  

Lovely to catch up with Sarah King and excited for more chats.

Thank you Louise Holland MSc for a fab event 🙌🏼

Claire Lowry-Hubball

Building Collective Leadership Performance, Not Star Players | Leaderful Teams | Away Days → Long-Term Change

If IWD content p*ssed you off, here is your opportunity to add your voice to the many fighting for good

Unlikeable Woman™️. CEO & creative director of Good Shout, satirical sociologist, bestselling author, serial TEDx talker and voice equality enthusiast.

Let's actually do something. 

Because the original feminists who risked their lives to fight for our rights would be turning in their graves witnessing what an abomination International Women's Day has become, largely due to that damn website. 

The facts are: 

🙄  IWD has become a corporate joke 
🙄 Women are being asked to make hearts with their hands and hug themselves
🙄 The 'themes' (i.e. give to gain) are putting the onus on women to do all the work 
🙄 A bunch of lazy corporates are actually being fooled by this 

IWD is supposed to be about international women, instead it's become about merch. 

So we've written an open letter to the owners of the 'official' website asking for transparency, or a change in strategy, or to step away from a movement that still has so much work to do. 

SIGN THE LETTER! It's only just gone live and already we have 100 signatures and counting. https://lnkd.in/ev5y5VkF 

I'm always talking about how the voices of many can do good. I'd love to see this actually happen.

IWD open letter

A chunk of the leadership teams I work with are running so fast they’ve lost the ability to distinguish between a minor hiccup and a systemic risk.

When things feel off, that "Fix-it" reflex kicks in. We start hunting for a "Silver Bullet", a new hire, a new tool, a new process, just to make the discomfort go away. We want an answer, and we want it now.

But not every problem needs an immediate "fix." I find it helps to look at decisions through the lens of The Hat, The Haircut, and The Tattoo something I recently read of substack 

🧢 The Hat (or the Moira Rose Wig): Think of Moira Rose from Schitt’s Creek. She has a wig for every mood. It’s a bold choice for an afternoon, but she can swap it out by dinner. These are your low-risk experiments—if it doesn't work, you just stop doing it.

💇🏼‍♂️ The Haircut: Like Claire in Fleabag. You can’t just take it off, and you’re going to have to live with that "pencil" look for a few months while it grows back. It’s awkward and visible, but it’s not permanent.

⻰ The Tattoo: This is the permanent ink. Like waking up with a face tattoo after a wild night, it’s a high-risk commitment. These are the big structural pivots or mergers that are incredibly painful and expensive to laser off later.

The danger is when we treat "Tattoo" decisions with "Hat" speed, or "Hat" decisions with "Tattoo" speed.

Instead of rushing to the solution, the most powerful thing you can do is just name the pattern you’re seeing.

Naming it, without trying to fix it, puts the issue on the table for the whole team to own. It stops being a weight that you have to carry alone.

Before you jump to a "fix" today, just ask yourself: Is this a wig I can swap, or are we about to get a tattoo we haven't actually thought through?

Misty morning views as I head to Broadway Cinema for Momentum Valley's female founder event.

Looking forward to catching up with Eleanor Tang-Smith and connecting with others 

If you are going, come say hi 👋🏼

"AI will amplify human skills, not replace them"  🤖👀

Context, clarity, expectations, feedback, collective success, delegation, accountability.

They are all critical to leading well, even more so when it comes to AI.

If you missed my chat with Matt on Human X AI Leadership you can check it out here 👉 https://lnkd.in/eGmJSEx3

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Claire Lowry-Hubball MCIPD

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