CEO: Brain eBox | Workplace Learning Solutions | Host of the HR on the Brain Podcast | CEO: Lead with Sheree | Speaker | Passionate about developing leaders | Get in touch: sheree@thebrainebox.com

You’ve built a reputation for delivering great L&amp;D work - facilitating training, designing programs, and running onboarding. People trust you to get things done.But to grow into your next role, it’s not just about great work anymore.Now, it’s about influence, alignment, and leadership.You’ve got great ideas, but they’re not always landing.You want to be seen as a strategic partner, but you’re still treated like a service provider.You’re ready to grow, but what you need isn’t tucked inside another course.You need real-world support from someone who understands what L&amp;D excellence looks like - and how to lead it.That’s where I come in.I’m Sheree Comninellis, L&amp;D Executive and mentor for emerging L&amp;D leaders.I help L&amp;D professionals like you step into leadership.If you’re ready to lead, start here:📬 Executive Moves — my 5-minute weekly leadership edge for ambitious L&amp;D professionals.Each edition gives you:📌 1 bold insight to reframe how you lead📌 1 practical move you can apply immediately📌 1 growth resource to help you go deeper➡️ Get Executive Moves here: https://dashboard.mailerlite.com/forms/589169/98676779613423573/share.💡 Want to go further?Join the waitlist for The L&amp;D Professionals Collective - a monthly membership that helps you grow your confidence, visibility, and strategic influence, so you can be recognised as ready for L&amp;D leadership.Inside, you’ll get monthly live sessions, coaching, and practical tools designed to help you bridge the gap between delivering learning and leading it.➡️ Learn more and join the waitlist here: https://leadwithsheree.com/ldprofessionalcollectivewaitinglistMore about me:I live in Cape Town with my wife and beautiful children. I love historical fiction, good coffee, and my all-time favourite series is Gilmore Girls.

Sheree Comninellis (she/her)

Every Founder wants a team that grows as fast as the business does.

I help them build that.

I’ve spent the last 10 years inside scaling organisations, fixing performance issues, seeing early signs when people aren’t on the same page, and turning HR from ‘another thing on your desk’ to something that accelerates growth.


Not corporate HR.
Not policy-first HR.

Experience-led, performance-driven HR.

The kind that keeps great people working for you.
The kind that accelerates growth, not slows it.

Most founders come to me because:

- The business is scaling faster than the people systems
- Progression, performance and expectations aren’t clear or consistent
- Culture is slipping quietly as headcount rises
- Managers avoid hard conversations or don’t know how to lead
- HR is sat on their plate, taking time from strategy, sales + growth

So I built a framework that stops that happening.

My People Experience Model strengthens a company from the inside out:

Diagnose the employee journey end-to-end
Build onboarding & progression that speed up high performance
Turn managers into leaders (confident, clear, consistent)
Create accountability without killing culture
Give founders back time, clarity + control

Just structure → performance → retention → growth.

It’s the approach that has:

📌 Doubled headcount without culture slipping
📌 Freed founders from HR so they could land Dyson, Armani, Primark, Coconut Lane + more
📌 Scaled a business to £1.5M in 9 months by giving leadership time back
📌 Built onboarding that reduced ramp time from 65 → 40 days
📌 Created ownership-led teams, not founder-dependent ones

Because when your people feel connected, they don’t just work harder, they work smarter, stay longer, and deliver more.

If you want HR off your plate, but still driving performance + profit, you’ll want to explore what we do next.

DM me "HR" for more info on how I can help :)

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📩 Georgia@accesshrltd.com
🌐 www.accesshrltd.com
🎤 Speaker: HR Is Dead, Stop Managing Generations Start Managing People & Modern HR

Georgia Dixon 🍬 MCIPD

2022: "You're just here to manage risk." I didn't listen.
2024: "You're just an external smoke screen." I told them no.
2026: "HR slows business down." I showed up as an efficiency partner.

Every time someone tried to put HR in a box, I built my way out of it.

When I left corporate in 2023, I was done with HR that felt 'off'.

The slow responses.
The policies no one reads.
The "let me check and get back to you" energy.

I didn't leave to recreate that.

I left to build something founders actually want in the room.

Clarity over dragging out.
Partnership over roadblocks.
Efficiency over theatre.

And it's worked! The proof is in the work I've been doing for scaling businesses:

→ Onboarding Programs that get people productive faster
→ Performance Management Frameworks that actually drive results
→ Progression Frameworks so your team sees a future with you
→ Manager Series (6 months) to build leaders, not just supervisors
→ Restructures for Strategic Growth when you've outgrown your setup

People kept telling me what HR couldn't be.

So I built what it should be.

What's something you've been told you can't be, but you've done it anyway? Drop it below. I read every comment. 

♻️ Repost to spread the message: HR needs a rethink.

#hr #leadership #founders #growth

Georgia  Dixon

HR For Growing Founders ✨ | People • Progression • Performance | Award-Winning HR Consultant |

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Blue Monday is one week away; aka when your best people quietly decide they're done.

Not dramatically.
Not loudly.
Just... done.

And you won't see it coming.

Because the signs don't look like signs.

They look like:
– A joke about being "so busy" (they're not joking)
– Quieter in meetings than they used to be
– Stopped coming to the office as much
– A little less present, a little more distant
– "Yeah, I'm fine" on repeat

We talk about retention.
Engagement scores.
Performance reviews.

But behind every resignation letter is a moment someone decided to stop trying.

And that moment?
It rarely happens in January.
It happens in the weeks/months before, when no one notices.

You still have a week.

One conversation could change everything.

Not a formal meeting.
Not a performance chat.
Just a real one.

"How are you actually doing?"
"If you were to leave tomorrow, why would that be?"
And then... listen like the answer matters.

Because it does.

Repost for someone who needs this reminder

#Leadership #People #HR #EmployeeExperience

THINGS THAT MAKE MY EYE TWITCH:

1. Beers in the fridge used as a “culture” strategy
2. Emoji-only replies to feedback that needed… actual words
3. Memes that really push the line, depending on who’s laughing
4. We’re like a "family” used to justify blurred boundaries
5. Annual performance reviews with zero follow-up
6. "Flexible working” that only applies when it’s convenient for managers
7. Leaders asking for input, then disappearing when it's given
8. Career development plans that no one remembers
9. A work night out or drinks after redundancies... “to rebuild the team”
10. Treating perks as a substitute for genuine employee experience

11…. 

A good employee experience isn’t performative. It’s intentional, inclusive, and tied to how people really feel and function at work.

What’s on your list?

#EmployeeExperience #Culture #Leadership

HR don't want to be an afterthought. But you're making it impossible.

When that happens?

1. Employees experience HR as a firefighter, not a strategic partner.
And the perception sticks.

2. At 15-40 employees, things start breaking quietly:
→ Your best performer hands in their notice
→ Questions on "what does progression look like here?"
→ Onboarding becomes "shadow whoever's free"
→ Culture starts feeling different and you can't explain why

3. And then you're scrambling, trying to fix what's already fractured.

That's not HR.
That's damage control.

The businesses that scale well don't wait for the fire.
They bring in someone who spots the smoke.

A Growth Partner who:
✨ Sees the retention risk before the resignation
✨ Builds the systems before the chaos
✨ Flags the people trends before they become people problems

Traditional HR waits for problems.
Modern HR builds the foundations before they happen.

You didn't start a business to spend your time firefighting.
You started it to grow.

Growth without people infrastructure is a gamble you don't need to take.

Are you building the foundations or just putting out fires?

♻️ Repost if this resonates
📌 Follow me for real talk on HR in a Modern World
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“HR said…”

HR gets blamed for decisions we didn’t make,  because it’s convenient.

“You can’t have a pay rise.” ↴

No, we didn’t say that.

We analysed the numbers.
We benchmarked the role.
We flagged retention risks.
We highlighted market movement.

We presented the commercial consequences of underpaying.
We enabled the business to make an informed choice.

Leadership still said no.

And somehow?
HR is the villain again.

Here’s the reality:
→ HR doesn’t set revenue targets
→ HR doesn’t approve salary bands
→ HR doesn’t sign off budgets
→ HR doesn’t control headcount costs
→ HR doesn’t decide where the money goes

What we do is show leaders the impact: on cost, capability, performance, and retention.

We don’t block career progression.
We don’t shut down pay rises.
We don’t hold people back.

We enable the business to grow sustainably.
But when the answer is “no,” we’re the ones delivering it.

And absorbing the frustration that should never sit with us.

Pay isn’t an HR decision.
It’s a business decision.

If you want accountability and transparency?

Stop asking, “What did HR say?”
Start asking, “Who made the final call?”

Because HR didn’t say no.
We just had the courage to tell you the truth.

With love,

Georgia, HR Consultant prioritising Employee Expereince

12 days cut from onboarding. Here's how:

New hires used to take 48 days to hit contributing productivity.
Now it's 36.

Not "full capacity".. nobody operates there.
But contributing. Adding value. Moving the business forward.

That's a 25% reduction in time-to-performance.
And it's not just a "nice onboarding experience"

It's money back in the business.

→ Less manager time spent firefighting & hand-holding
→ Less early churn from "what have I walked into?"

Their onboarding success rate is now 92%.
Total investment? £7,000.
Time? Across 2 months.

Here's what we actually built 👇

✨ A business deep dive to define what "good" looks like (no guessing)
✨ A tailored onboarding framework that fits how they actually work
✨ Manager guides so every hire gets the same standard
✨ Custom ChatGPTs for self-serve support
✨ Maximising their current tools
✨ Manager training (because "shadow Ben" isn't onboarding)
✨ An onboarding feedback survey so it keeps improving

We didn't guess what mattered.
We asked the people living it.
We co-created.

Then built something that made onboarding faster, cleaner, and measurable.

That's modern HR.
Business-first. People-centric. Built together.

What would 12 days back per new hire be worth in your business?

Every new hire is a gamble on which version of your company they'll meet.

One manager gives a structured first week.
Another throws them in the deep end.
One team has clear expectations.
Another makes it up as they go.

And you wonder why some people hit the ground running while others quietly disengage by month two.

This is what happens when nothing is documented:

→ Knowledge lives in people's heads
→ Onboarding depends on who's available
→ Standards shift depending on the team
→ Every new hire gets a different experience

It's not sustainable. And it's not scalable.

But here's the fear I hear from founders:
"If I bring in HR support, it'll feel corporate. Generic. Bureaucratic."

And honestly? That fear is valid, if you choose the wrong partner.

But the right HR support doesn't flatten your culture.
It translates it into something repeatable.

✨ Predictable onboarding.
✨ Consistent standards.
✨ Infrastructure that protects your identity, not replaces it.

You don't need more templates.
You need systems that feel like you.. and actually scale.

What's the most inconsistent part of your employee experience right now?

DM "HR" for my 5 onboarding tips.

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