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? 

LevelUp HR

LevelUp HR delivers sustainable business results though people who thrive. 

We take HR and your business to the next level delivering best in class HR consulting and interim support, specifically tailored to your needs.

Consulting Service Areas Are…

🟠 𝐒𝐄𝐓𝐓𝐈𝐍𝐆 𝐃𝐈𝐑𝐄𝐂𝐓𝐈𝐎𝐍 𝐅𝐎𝐑 𝐆𝐑𝐎𝐖𝐓𝐇
• Leadership and team
• Building robust organisational designs
• People implications of strategy and organisation
• Skills and capability needs
• Workforce strategy
• Succession planning
• Diversity, Inclusion and Belonging

🟠 𝐋𝐄𝐕𝐄𝐋𝐋𝐈𝐍𝐆 𝐔𝐏 𝐘𝐎𝐔𝐑 𝐎𝐑𝐆𝐀𝐍𝐈𝐒𝐀𝐓𝐈𝐎𝐍
• Clarity purpose and direction
• Data insights using AI and HCM systems
• Best in class people processes
• Performance management and strengths based feedback
• Upskilling and internal mobility
• Talent enablement - learning and development
• Talent aquisition - recruitment and staffing

🟠 𝐃𝐄𝐋𝐈𝐕𝐄𝐑𝐈𝐍𝐆 𝐂𝐇𝐀𝐍𝐆𝐄 𝐀𝐍𝐃 𝐓𝐑𝐀𝐍𝐒𝐅𝐎𝐑𝐌𝐀𝐓𝐈𝐎𝐍
• Setting direction - needs analysis to close gaps
• Change plans and communication strategy
• Agent and key stakeholder involvement
• M&A, integration and rightsizing
• Leadership capabilities - emotional intelligence and strengths based feedback
• Building talent capabilities - compassion, grit, adaptability, communication skills and resilience
• Building organisational capabilities - Values based, purpose driven, employee listening strategies, curious learning cultures

Book a free clarity call via the appointment link in my profile.

📧 Email: rachel@level-upglobal.com
🟦 DM me on LinkedIn

Founder and Managing Director

Chief Of Staff

Cognizant

Head of HR, Norway | Head of Nordics DEI | Head of Nordics Graduate Talent

Norges Bank Investment Management

Led a team of 8 HR business partners and specialists.

Managed global NBIM Acadamy training and development programmes in alignment with business needs. Including the creation and delivery of Diversity & Inclusion training and new hire Onboarding and integration.

Led organisation wide hiring growing the workforce by ~65% primarily on the investment side. Developed & implemented annual recruitment plans. 

Revamped hiring processes including quality assuring methods, development and delivery of associated training, screening and interviews, occupational personality and EQ testing, offer negotiation, liaising with headhunters and managing global hiring budget.

Managed International Talent Programme for Equities to provide a pipeline of top future Portfolio Managers who stayed with the Fund to work internationally upon graduation. Restructured the program to ensure talent retention and reduce costs.

Managed annual/bi annual appraisal process delivery.  Facilitated competency mapping and succession planning process.

Developed and facilitated roll out of annual employee feedback survey, organisation wide communication of results & supporting management with follow up and action planning with the team.

Advised on organisational design, reorganization and development including the restructure of the COO organisation and the initial setting up of the Real Estate Fund. 

Managed employee relations issues within Norwegian and international legal frameworks.

Overseeing management reporting relating to key workforce and people strategy metrics for delivery to the Cenral Bank and Board.

Head of Global HR Development

EmployAbility Ltd

Consultant for EmployAbility whilst on maternity leave. A brilliant not-for-profit organisation assisting graduates with disabilities into employment with companies such as Google, Goldman Sachs and Bloomberg.

Consultant

Barclays Capital

Led HR delivery regionally and internationally across the Global Finance, Investment Banking Division and the Private Equity group. Responsibility for 300 staff including Equities, Brokerage, Leveraged Finance, Origination, Debt Capital Markets, and Fixed Income Currencies & Commodities. Supported two MD level leadership teams on all people strategy matters and delivery of all HR services, advising, supporting and enabling the business heads.

Vice President - HR Business Partner, Investment Banking Division

Merrill Lynch

Held Business Partner roles across several functions. This involved leveraging the shared services HR model; partnering with specialists whilst working closely with the client groups in all HR matters; working globally to ensure programmes were delivered to fit regional needs and ultimately being accountable for delivering the HR strategy. Supported groups ranging from 150 - 900 employees.1)  HR Business Partner for Chief Financial Office, Tax, and Corporate Treasury 2) HR Business Partner for Technology 3) HR Business Partner, Legal & Compliance and Communications & Public Affairs

Vice President, HR Business Partner

Short-term project to build ownership of appraisal and feedback processes
Delivered training to 3,000 IT managers and engineers
Trained HR-business partners in the new performance management process
Managed the relationship with the external software provider
Designed website content and training material for the quarterly appraisal process

HR Consultant

Hewlett-Packard

HR Analyst and Project Manager

Sales Norway

🟠 Are you are trying to grow your company, level up your organisation and drive change? 

This is what I help global corporates, SME’s and scale-up’s achieve, through your most valuable asset - your people.

I’m the founder of LevelUp HR and a results focused, passionate and strategic Consultant. 

With 20 years international experience I’ve worked for some of the top companies for strategic HR - Bank of America Merrill Lynch, Barclays Capital, HP, Cognizant and The Norwegian Oil Fund. I’ve worked for scaleups and SME’s within Digital businesses and Maritime. I’ve been part of huge global HR departments and I’ve done the CHRO stand alone role, ie. a HR department of one!

Why are you here?

You need help to move your HR team from operational and reactive mode, to a strategic focus aligned with your strategy. 

You want to deliver results whilst navigating constant and rapid change and ensure you bring your people along with you.

Maybe your organisation is losing talent and you're struggling with engagement or a new hybrid work setting. 

Or you are growing, yet struggling to recruit the right capabilities for the future. Maybe you've made poor hiring decisions previously or want to ensure your talent sticks.

You want to see a cultural shift or need a reboot in your workplace, and don’t know how to get there. Maybe your employees are disengaged and have lost trust after a leadership change, restructure or merger. 

You need to cut costs and reduce staff, but want to do it in the right way.

You want to deliver your ESG strategy to progress D&I goals but are daunted by the task's size.

Maybe there’s frustration in your team, hampering collaboration, and undermining a positive work environment. You need support to overcome these barriers to success.

Or you’ve transitioned into a new leadership position or recently been promoted. You want to demonstrate success early on, and overcome imposter syndrome.

How can I help?

With LevelUP HR, I execute sustainable HR strategies, for your business that help your people to thrive, and deliver tangible business results. 

Impact, integrity, compassion, collaboration, and excellence define my approach.

HR impacts every team member and business area; success is crucial for working effectively with your most valuable assets, your people.

Benefit from my energy and extensive international HR experience. I'll support you in reaching the next level, becoming not just future-ready but ready for anything!

See Work Experience for more details.👇🏼

Book a call to discuss hiring me.

📧Email: rachel@level-upglobal.com


Rachel Wilson Rugelsjøen

Are you looking to join a great team with one of the most important mandates there is—safety?

LevelUp HR is proud to be partnering with Höegh Evi to recruit their next HSEQ Superintendent.

This is a critical role focused on safety, compliance, and continuous improvement across their LNG and FSRU fleet.

You’d be joining a purpose-driven, global organisation—and working with Guri-Anette Kjelgum, VP Fleet HSEQ, one of the most capable and committed leaders I’ve had the pleasure of working with over the past three years.

Having recruited across all teams in the Fleet Management department, I can personally vouch for the collaborative culture, the leadership capability and the genuine sense of purpose that defines this part of the business.

Bring your expertise. Be part of something bigger. And join one of the world’s most highly respected and pioneering maritime companies.

📍This role is based in Oslo.
📩 DM with questions and apply directly via the link in comments below.
📸 Guri-Anette onboard Höegh Gallant in Jamaica, and onboard Arctic Lady in Skagen off the coast of Denmark.

Great cultures → great results. Helping HR teams, leaders and business owners align people, culture and strategy to deliver results. Strategy | Culture | Performance

Most leaders don’t realise their culture is fragile… until it breaks.

And by then, the damage is already showing up in results.

At new clients, one of the first things I do is a culture audit.

Within a few conversations, patterns start to emerge.

Here are some of the most common signs of a fragile culture:

1. 𝗢𝗳𝗳𝗶𝗰𝗲 𝗚𝗼𝘀𝘀𝗶𝗽
Rumors fill the silence where feedback should be.

2. 𝗔𝗽𝗮𝘁𝗵𝘆
People show up—but they’ve checked out.

3. 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝘁𝗼 𝗖𝗵𝗮𝗻𝗴𝗲
Even positive shifts are met with friction.

4. 𝗧𝗵𝗲 𝗕𝗹𝗮𝗺𝗲 𝗚𝗮𝗺𝗲
Accountability disappears when things go wrong.

5. 𝗙𝗲𝗮𝗿 𝗼𝗳 𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗨𝗽
Silence replaces constructive challenge.

6. 𝗜𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗣𝗼𝗹𝗶𝗰𝗶𝗲𝘀
People follow different rules depending on who’s watching.

7. 𝗖𝗹𝗶𝗾𝘂𝗲𝘀 𝗮𝗻𝗱 𝗜𝗻𝗻𝗲𝗿 𝗖𝗶𝗿𝗰𝗹𝗲𝘀
Exclusivity replaces inclusion.

8. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗜𝗺𝗯𝗮𝗹𝗮𝗻𝗰𝗲
Overwork is rewarded, rest is frowned upon.

9. 𝗨𝗻𝗰𝗹𝗲𝗮𝗿 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽
Tasks get done—but no one owns the outcomes.

10. 𝗣𝗼𝗹𝗶𝘁𝗲𝗻𝗲𝘀𝘀 𝗢𝘃𝗲𝗿 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀
Hard truths get softened until they disappear.

11. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻
Wins are delivered—but rarely celebrated.

12. 𝗟𝗼𝘄 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆
People don’t dare to disagree or take healthy risks.

13. 𝗢𝘃𝗲𝗿-𝗿𝗲𝗹𝗶𝗮𝗻𝗰𝗲 𝗼𝗻 𝗧𝗼𝗽 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀
The same few people carry the weight—until they burn out.

14. “𝗡𝗶𝗰𝗲” 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗵𝗮𝘁 𝗔𝘃𝗼𝗶𝗱𝘀 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁
Avoiding discomfort leads to unresolved tension.

15. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗜𝘀 𝗮 𝗣𝗼𝘀𝘁𝗲𝗿, 𝗡𝗼𝘁 𝗮 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲
People don’t know how their work connects to the bigger picture.

16. 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝗛𝗮𝗽𝗽𝗲𝗻 𝗕𝗲𝗵𝗶𝗻𝗱 𝗖𝗹𝗼𝘀𝗲𝗱 𝗗𝗼𝗼𝗿𝘀
Transparency is promised—but rarely delivered.

The good news is that culture doesn’t crumble overnight. If you can spot the cracks, you can start to repair them.

If you act early, you can turn fragile into resilient.

👀 Which of these signs are the biggest red flags?

💬 Drop a number in the comments, or share your own “red flag” below.
♻️ Let’s build cultures that don’t just survive but thrive!

A detailed infographic titled "16 Signs of Fragile Culture" listing common organizational dysfunctions like Office Gossip, Low Psychological Safety, Resistance to Change, and Unclear Ownership. The graphic encourages "Take action before it's too late" to improve culture, featuring an image of a frustrated man whose head appears cracked.

Embracing uncertainty isn’t always easy but it’s a mindset I’ve had to choose more than once.

Moving countries.

Changing careers.

Leaving a safe corporate path to build LevelUp HR.

Those moments taught me something I now see again and again in leadership:

you often sense the shift long before you can explain it.

That quiet feeling that what once fit… doesn’t.

And if you’re honest, you hear that small voice saying things like:

“Something else is needed.”

“This feels misaligned.”

“Stop playing small.”

Your outgrowing those old models.

And yet we talk ourselves out of it.

Uncertainty feels risky.

Autopilot feels efficient.

And the people around us often expect certainty and answers before we even know the questions. 

When I coach leaders, the real turning point is curiosity.

Not the fluffy kind, the practical kind that keeps you open-minded when the path isn’t obvious.

You let go of the need to have a predefined destination and focus on the next step that makes sense.

That’s usually when things shift, 

even when big things start to happen!

You don’t need a five-year plan for your life or your career.

You need one grounded decision, the courage to take it, and the humility to learn and adjust as you go.

Which brings me to this photo.

It was taken in Montenegro after my daughter and I were on a family holiday in Croatia,  and decided to jump in a taxi across the border to Montenegro rather than return home to Norway. 

Five unplanned days exploring the Bay of Kotor. A tiny act of courage that turned into something unforgettable and precious memories for us both to treasure.

( I wish she’d have allowed me to share some of the photos of us together!)

Sometimes leadership, and life isn’t about certainty.

It’s about choosing the next step and trusting yourself enough to take it.

What happens when the wrong people lead HR?

Every profession has its gatekeepers.

But in HR, when the wrong people hold the gate, the cost is trust.

I’ve seen what happens when HR is led by someone who doesn’t understand people or power.

When control replaces curiosity.

When policy replaces judgement and commercial thinking.

When fear replaces care.

It’s not always malicious.

Sometimes it’s the legacy of old-school HR: an admin function handed to whoever was “good with people” or needed a new challenge after finance or operations.

But HR isn’t a soft skill.

It’s a strategic one.

When it’s led poorly, good people leave quietly and culture decays.

When it’s led well, everyone else can lead better.

Because real HR leadership isn’t about holding authority.

It’s about collaboration and creating the conditions for others to thrive.

That’s why I care so deeply about how we develop and select HR leaders today.

The wrong hire can stall a business.

The right one can change it.

HR isn’t where you end up.

It’s where you level up – as a leader, a culture builder, and a human.

A board member once described me as a lighthouse.

His words have stayed with me, especially since he passed away not long after.

Leadership isn’t about shining for yourself.

It’s about offering light that helps others find their way.

---

Photos: Taken whilst on holiday in Hisøy, Arendal. Now corrected to «Lille Torungen Lighthouse» thanks to Hans Jacob Christensen 🙏🏼

Can doing nothing actually make you more productive?

Neuroscience says yes, and it’s called REST.

Rest is an active verb, and if you’ve followed me for a while, you’ll know REST is my word for 2025.

So even as December rolls around next week, and while everyone gears up for year-end deadlines, I’m choosing the counter approach.

I caught up with my sister (a brilliant clinical psychologist) on FaceTime and she reminded me of something important:

REST isn’t just about doing nothing.

Here’s how she has taught me to think about REST:
𝗥andom
𝗘pisodic
𝗦ilent
𝗧hinking

It describes what happens in our brains when we unplug and let our minds wander.

Even when we’re “resting,” our brains don’t switch off, they shift into a different kind of activity that supports:

• Memory consolidation
• Imagination
• Reflection
• Creative breakthroughs

Rest is basically where the magic happens.

It’s not a break from productivity, it’s the foundation of it.

Those moments of “doing nothing” a walk in the cold, staring out of the window, ten quiet minutes with a cup of tea, are highly productive for our minds.

REST helps us join the dots across past experiences and imagine future possibilities. No surprise our best ideas come in the shower m, whilst walking in nature or just before sleep.

In a hyperconnected world, where notifications constantly compete for attention, this kind of rest is both harder to access, and more important than ever.

So this December, I’m extra focused on creating small pockets of real REST:

Inbox on intervals. 

Slides only when needed. 

Saying yes to people that lift and bring joy, and no to those that drag and drain. Making space in the diary versus cramming it full.

Because REST boosts creativity, reduces stress, improves health, and strengthens relationships.

And when we’re at work, we show up clearer, sharper and more ourselves too.

If rest feels impossible right now, that’s your signal. 

Where are you going to make space?

Feedback isn’t the problem, but who you’re listening to might be.

Many people fail to benefit from feedback because they overreact or undercorrect.

The key is trusting the right feedback.

When running 360 programs with leaders, I emphasize this: feedback is only as valuable as its source.

It’s important to choose wisely by looking for the sweet spot, where three qualities overlap:

1. Care: They genuinely want you to succeed.

2. Credibility: They have relevant expertise and insights.

3. Familiarity: They know you and your work well enough to give specific, actionable input.

Good leaders don’t rely on a single view. They proactively gather feedback from multiple sources, knowing they only ever see performance through one lens.

At year end, be intentional about who you ask. 

Choose people who’ve directly observed you for 6–12 months and can offer concrete examples, not assumptions. 

Feedback from this sweet spot challenges you to grow without tipping you into defensiveness. 

That’s where progress really levels up!

When you’re seeking feedback that impacts you don’t settle for less.

It’s easy to underestimate how quickly a strong culture can lose its edge.

One minute everything feels smooth. Decisions are easy, people are aligned, and there’s a shared sense of purpose that cuts through the complexity.

Then the business evolves.

You grow, transform, or take a new strategic direction.

There are a few senior moves. A shift in structure. Maybe a new focus from the board.

And somewhere along the way, the energy changes.

People still perform well but it feels more transactional.

The sense of ownership that once fuelled the business starts to fade.

I’ve seen it happen in organisations large and small.

A founder-led team becomes a portfolio company.

The focus tilts from how we create value to how we measure it.

And culture, the quiet advantage that built trust and performance, gets treated as a side issue.

It doesn’t have to be that way.

Growth and professionalism don’t compete with culture.

The strongest organisations hold onto what made them distinct as they evolve.

A few clients have called me a Culture Architect. I haven’t embraced it as a job title yet but I take it as the highest compliment. 

Because when people understand the purpose, the strategy, and their part in it, everything else falls into place.

📍 If you’re evolving fast and want to protect the culture that built your success, I can help. This is the work I do with leadership teams; aligning strategy, people, and culture so your organisation scales without losing itself.

Monday Reminder - be careful who and what you let shape you, and your organisation.

One study changed the way I think about company culture.

It had nothing to do with engagement scores or attrition rates.

It found that just sitting within 7.6 meters of a high performer can lift your performance by 15%.

Sit near someone toxic and it can drop by 30%.

It’s called the Spillover Effect.

And once you see it, you start noticing it everywhere.

Because influence in organisations is happening all the time.

It’s subtle.
It’s ambient.

And it’s happening through every interaction; through conversations, habits, tone, energy, and even digital behaviours on email and and Teams chats.

As HR leaders, we often focus on processes, policies and programmes.

But culture is shaped just as much by proximity, who people sit with, shadow, learn from, and absorb…. without realising.

So as you fire up your laptop and ensure you’ve consumed enough coffee, here are a few reflections for the week ahead:

1. 𝗪𝗵𝗮𝘁 (𝗮𝗻𝗱 𝘄𝗵𝗼) 𝗶𝘀 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗯𝗼𝘁𝗵 𝗳𝗼𝗿𝗺𝗮𝗹𝗹𝘆 𝗮𝗻𝗱 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝗹𝗹𝘆?
The loudest cultural signals aren’t what’s written down in the handbook.
They’re in who gets listened to.

2. 𝗔𝗿𝗲 𝘆𝗼𝘂𝗿 𝗵𝗶𝗴𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀 𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝗲𝗻𝗼𝘂𝗴𝗵 𝘁𝗼 𝗹𝗶𝗳𝘁 𝗼𝘁𝗵𝗲𝗿𝘀?
Role-modelling works best when excellence is within reach, not hidden away in an office or silo.

3. 𝗪𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝘁𝗮𝗶𝗹𝘄𝗶𝗻𝗱𝘀 𝗮𝗻𝗱 𝘄𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗹𝗲𝗮𝗸𝘀?
Negativity spreads fast.
But so does generosity, clarity, and high standards.

Your culture is shaped by more than what you implement.

It’s shaped by what people catch from each other.

So think about your own inputs for a minute or two; the voices, ideas and energy you allow in.

And look at the ones that are shaping your teams.

Because in the end, culture doesn’t shift through programmes alone.

It shifts through people.

And that starts with proximity —
and it always starts with each of us.

Here’s to a level up week.

Graphic Credit: Huge thanks to Justin Mecham for this excellent breakdown of the Spillover Effect.

He also saved me from a Canva session that would have left me completely cross-eyed… and the end result is far better than what I could have produced!

Infographic titled "The Spillover Effect" contrasting Negative Spillover (Reduced Motivation, Higher Turnover, Team Friction) with Positive Spillover (Increased Productivity, Higher Morale, Stronger Collaboration). It concludes with six "Pro Tips" for promoting positive workplace influence.

What managers wish HR knew…

It’s Saturday Survey time again and yes, I know I’m always banging on about strategic HR needing commercial acumen and a deep understanding of the business it serves…

so drum roll for today’s question 🥁👇

What do you think managers most wish HR understood better?

The author can see how you vote. Learn more

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