humaneer

The first HR for HR app 

Our mission is to help HR people, up skill, build connections and manage your wellbeing. On demand, anywhere, anytime!

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)

As proud co-founder at humaneer we are joined by thousands of HR Pros across the 🌍 as we work together to release the first HR for HR app. Combining Human Experience and Artificial Intelligence (currently in beta) - Making HR easier, together. 
Built for HR by HR 🚀

🚀 Ask - Ask Mak™ our AI LLM HR Agent. 
🚀 Learn - Up skill in under 10 mins from HR Experts with templates to use immediately. 
🚀 Validate - reach out to a global community of HR Pros for fast advice and validation.

My HR/P&C/People roles include; global HR Exec, stand alone, consulting, head of P&C, fractional and everything in-between. Currently working part time in the fractional HR Exec space #keepingsusbootstrappedfornow

My previous roles utilised my passion for increasing organisational capability by building and developing People, Culture and Talent teams that enable hyper growth within the start up/scale up environment  nationally and globally.

"People, are my Passion!"

Embracing technology to drive educated action through data and analytics alongside automation for transactional HR, through well thought out tech stacks. 

I am an advocate for wellness in the workplace, work/life balance and using positive psychology principles to increase overall well being, productivity and resilience. 

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

My contribution to the People and Culture space has been recognised at state and national level including the following awards. 

Top 20 list Best place to Work in Australia for 3 consecutive years
Overall Employer of Choice NSW  - (NSW Business Chambers award)
Excellence in business  (Sydney Business Chambers award)
Overall Business of the year  (Sydney Business Chambers award)
Top 25 Best place to Work in Australia 

With an infectious enthusiasm for everything I do, my passion and commitment allows me to continue to push boundaries, question the “norm” and work as a change agent in todays HR environment.

Question - Why do (most) HRIS platforms make you do a demo to find out pricing????????? 🤯

Answer - because then you can be "demo dazzled" with the bells and whistles of all the stuff that might not be relevant 😂

In HR we literally have NO TIME (especially in stand alone or small teams), when looking at implementing a new/ upgrading the HRIS organising demos can soon add up to hours in our calendar...  

Who's been here 🙋‍♀️

If you have gotten to the stage where you need to implement or update your HRIS here are a few lessons I've learnt over time. Hopefully there is something useful in here for you :-) 

1️⃣ When looking at HRIS know your base considerations before attending a demo. Here are mine 👇

📌Integrations  - What will my HRIS have to integrate with (and can it do tis seamlessly) - Some suggestions would be - Payroll, the rest of the HRTechstack, ERP etc. 

📌Functionality - What do you need it to do - Specifications like reporting, security/privacy, automations, customisable workflows etc 

📌Cost - What is the implementation fee, operational cost, time cost and ongoing costs?

📌UX - How easy is it to use, how will people feel using it, does the UX align with your organisational values?  

2️⃣ When I've got the answers to these, I then start looking at which HRIS's could fit these requirements. A great place to go is Stakkd (it is a hub of HR Tech in one place) #hrtimesaver 👏

3️⃣ I then organise demos, before the demos I ensure that the non negotiable items from above questions are sent to the person doing the demo, as thats the stuff we need to cover first (bonus if they give you it beforehand). 

That way you can avoid the "demo dazzle" and get stuck into whether the HRIS is going to be functional for your business needs. Which ultimately will save you loads of time ⏰

I'd love to hear your thoughts on this - have you been "demo dazzled" before? 😀

#HRtech #HR #Peopleandculture #startupHR 

MORE INFO 👉 If you want to get the customisable specifications template with cost analysis to use while planning a HRIS implementation, its one of the many resources we have for our humaneer.app community as we make HR easier, together. You can join the waitlist (link below) as we start welcoming HR professionals from across the globe this week🚀👇

Careen Redman-Matthews

The first HR for HR app. Combining Human Experience + Artificial Intelligence🚀 On a mission to make the world of HR better place for us all 🙌

What makes a great All Hands/ Town Hall/ Company meeting, when the company is in the sh*t? 

Rightly or wrongly, I've found working in HR/People teams in start ups and SME's, the Company Town Hall (*insert other name) would fall into the HR/People team remit. Usually the CEO would deliver it, after we had gathered all the information and built out the presentation. 

I've also found that there can be a tendency to sugar coat everything. This can be so conflicting for us in HR when we know what is really happening behind the scenes. Hands up if you have been there 🙋‍♀️ 

Here's the thing.... every single person in the meeting works at the same organisation, and will have some idea whats happening, either directly or indirectly.  If your not honest about it, you can bet people are filling in the gaps. 

Here is how I've structured these meetings while working with ELT teams in the past, hopefully something useful in here if you are tasked with it 😀 

📌 First question.... What makes a great meeting in this situation? 

In a nutshell... Honesty 

And here is how I would suggest approaching it....

The 5 C's.... 
 
👉 Challenges -  What do we, as a  business need to achieve and what do we need to overcome (revenue/ product/ resources etc)   

👉 Context - Where are we right now. What does that mean. Why so we need to achieve this (Give the surrounding context as to why this is important, learn on your North star, Vision and Mission) 

👉 Clarity -  Be clear and transparent about what does it look like when we over come these challenges, and what does it look like if we don't. (Lean into the company values or principles). 

👉 Communicate - How are we going to come together to do this. Have a plan. (This is where you can inspire, assure and enable action together as a team, lean into your values, vision and mission). 

👉 Conversation - Have space for questions, ideas and feedback. (This can be done wither in the meeting (depending on org size) or you can create spaces for these conversations and communicate them at the meeting). 

The worst thing you can do in these meetings is fluff it up and only chat about positives, new clients, new products, new hires and funding rounds (of course chat about that if its happening alongside the 5Cs). 

In my experience this leads to frustration among everyone, people don't understand why perhaps they are not getting pay increases, why headcount is reducing, why budgets are slashed etc. 

Which is going to result in disengagement, loads of avoidable conversations and trust dissolving. 

What do you think? Better to be honest, or sugar coat the company meetings?  👇 

#HRtips #HRcommunity #HRforHR 

Hello 👋 Careen here. Together with HR folks across the globe we are on a mission to make HR easier, together. Our community has started onboarding- YAY. The waitlist is closing Friday - if you want in free for 3 months jump in now. (link in comments)👇

Going solo in the HR/People space? Here’s how I built my client base offline. 

So many of the conversations I’ve had over the past 2 weeks have been with incredible HR/People folks who have decided to leave permanent roles to build their own business. A decade ago, I did the same thing 🙋‍♀️

There seems to be a feeling that success depends on linkedin posting, followers and likes. (Side note, having a reflective online presence and brand is a great thing).  Thats can take a bit of time to build up...

I thought it might be useful to share some of the things that helped me initially build my client base offline, hopefully there will be something useful in here for you

👉Your immediate network - people who have worked with you previously know what you can offer, I made so many connections by sharing what I was doing with colleagues and the team I worked with as I was departing the business. I will always have immense gratitude for the help and support people gave to help me network with their network. Most of these connections I did in person, I started local. 

👉Local business networks and groups - I created a workshop for small businesses (The 7 points of Engagement ® ) The networks and groups promoted it to their members and I held this workshop for free. This enabled me to meet smaller businesses who were really interested in building a solid People Experience. They saw who I was and how i worked in the session, so it was a much easier conversation with them after. 

👉Referrals - Whenever I worked with a client I would always ask them what business networks they were part of (and I would contact them) did they know anyone looking for HR support, after about 12 months all work came from WOM referrals. 

Whats your thought...  Online, offline both? Let me know 👇

🚀Building your HR  business is one of our upcoming Think Tanks and the humaneer.app community is LIVE - the waitlist is closing Friday - Join us with HR folks from across the 🌍 Making HR easier, together (link in comments) 

#HRforHR #HRconsulting #HRcommunity #HRtips

P&C/People/HR - Whats in a name? 

Does it really matter what we are called? 

This is a debate I've written about before, and honestly I'm of the thinking that regardless of what we call ourselves, if we are not doing our roles well, supported by leadership and given the right tools, you can call the People function anything you like. 

📌 If we can't work effectively to enable the people within an organisation, there are bigger fish to fry than what the name of the department is. 

Throughout my career I have had various job titles in the people space, where the function has been called ...

👉 P&C 
👉 People
👉 HR

🔥 Spoiler alert - It has never affected the way I have done my role. Ever. 

I'd love to hear your thoughts on this.... Do you think it matters what the People function is called? 👇

#Peopleandculture #HR #humanresources
Hello, Careen here 👋 I'm on a mission to make HR better for us all. I'm living this mission as a Co-Founder humaneer.app where we are building the first 
#HRforHR app, supporting HR professionals globally.

Do I think AI is a good thing in HR? 

Its a massive 💯 YES from me 🙋‍♀️

Here are my top 3 reasons why.... 

✅ It helps us become more efficient and effective in our roles. 
✅ It can cut down admin time giving us more time to spend in person with people (YAY) 
✅ It can help provide comprehensive reporting analytics and analysis giving us more tools to make data driven decisions (when appropriate) 

I am seeing a massive uptake in HR wanting to learn more about AI and how we can utilise it. Its a 🔥 topic within our humaneer.app community at the moment. 

Here are 3 I'd suggest checking out 👀

📌 Sapia.ai - (Recruitment) Sapia’s automated chat lets you interview everyone. You see the whole person, not just their CV. 
📌 Sana - (L&D) Grounded in all your company’s information, Sana AI gives everyone access to the knowledge they need to work faster and think bigger than ever before.
📌 Visier Inc. (People Analytics) This platform puts the right insights into the right hands, at the right time—throughout the business.

So what do you think? Is AI in HR a good or bad thing? And if you are using it, I'd absolutely love to hear what you are incorporating into your day to day, let me know below 👇 

#AI #HR #HRCommunity #HRtech

Hello, Careen here 👋 I'm on a mission to make HR better for us all. I'm living this mission as a Co-Founder humaneer.app where we are building the first #HRforHR app, supporting HR professionals globally.

Can HRTech really change your day to day working in HR? 

Thats a big YES from me 🙋‍♀️

The way you use HRtech can massively impact (positively and/or negatively).... 

✅ The effectiveness of the HR team 
✅ The EX (Employee Experience)
✅ The internal HR brand and trust
✅ Burn out levels within the HR team 
✅ The ability to use data in decision making 
✅ The operational cost of the HR function 

HRTech is a massive topic, its important and one that I'm super passionate about. 

It can also be a bit overwhelming, so this week I'm going to post my thoughts on all things HRTech that I've learned through my roles in HR of reviewing, assessing and implementing Tech Stacks. 

📌 Tomorrow I'm going to start with the considerations and processes find useful when reviewing your HRTechstack. 

Give me a follow (and hit the 🔔) if you fancy coming along for the tech ride this week. And feel free to drop any questions in the comments, Ill try and answer them over the week 👇

LETS DO THIS 🚀
      
#HRtech #HR #Humanresources 

👋 We are on a mission to make HR easier, together. You can join us here - we would love to welcome you to the human-verse - humaneer.app 🚀

HR is not an Island 🏝️ (though sometimes we might wish we were sat on a secluded one) IYKYK 😜

If my time in HR has taught me anything, its that our jobs in HR are 💯 easier when we have great relationships across the other business functions. 

👉 Finance (like seriously, if you've every tried to do anything without finance in your corner, you will have felt the pain) 
👉 Marketing (internal and external coms and messaging, these folks know their stuff) 
👉 Legal (contracts, vendor agreements - legal is the team that will help you) 
👉 IT/Security (If you are using ANY HRtech, also building security, systems access etc... this is where it is at) 
👉 Product (usually one of the biggest teams in an organisation, if your not working together, your probably battling most of the time) 
👉 Sales (The folks who are externally promoting your brand every day, as their job!!!!!) 

Why? 

If we break our key objectives in HR right down to a basic level, we are here to  
Hire ➡️ Develop ➡️ Retain people. 

It becomes so much easier to do all of these things when you have relationships with other business functions as each can help support and amplify HRs key objectives (as HR can conversely help support and amplify their key objectives). 

What do you think, can HR be an island? 👇

#HRtips #HRleadership  #HR

Hello 👋 Caren here. Im on a mission with HR folks accross the 🌏 to make HR easier, together. Come join us humaneer.app

How would you describe HR in 1 word? 

I've been thinking about it a lot this week, our roles are complex and changeable on any given day. 

Can we really sum up what we do in one word?  

So here is where I got... if I "had" to sum up HR in one word it would be...... 

👉 Enablement 👈 

The reason I landed on this was that so much of what we do is to enable others... 

📍Enable hiring, 
📍Enable development 
📍Enable retention 
📍Enable people 

What do you think? How would you sum up HR in one word? Or would you add a few words? I'd love to know what you think 👇😀
#HRforHR #HR #Peopleandculture

Hello, Careen here 👋 I'm on a mission to make HR better for us all. I'm living this mission as a Co-Founder humaneer.app where we are building the first HRforHR app, supporting HR professionals globally.

I've fu*ked up....what do I do now? 

Lets be real, we have all made mistakes and messed things up, at every level 🙋‍♀️

These mistakes can have a much wider impact depending on our reach and influence in our workplace or roles. We see it at individual and organisational levels. 

I've had some royal blunders throughout my career 🫣, as have my team, as have the leaders I've worked with. Too err is human (Alexander Pope).

What matters is what you do next. Here is what I do.... 

📍Be honest
📍Communicate
📍Take accountability 
📍Apologise
📍Have solutions to rectify
📍Take action 
📍Learn from it
📍Keep things in perspective

I'd love to hear what you do when you mess up, how do you approach the situation moving forward - let me know, I am keen to learn 🙌

#HRforHR #HR #HRtips 

Hello, Careen here 👋 Im on a mission with other HR professionals across the globe to make HR easier, together. Our community is opening and we are pumped to support each other in HR. You can find us humaneer.app 🚀

HR are not your "friend" so what are we? 

So if your like me, your probably a bit bored of reading/listening/talking about "HR is not your friend" 😜 

So I wanted to ask, if not a friend, what is HR?

Here's where my thinking is at.... 

HR is 

✅ A Champion

✅ An Enabler 

✅ An Advocate 

✅ An Ally 


What would you add? 

If HR is not your friend, who are we? I'd love to hear your thoughts 😀

#hrforhr #humanresources #HRcommunity 

Hello, Careen here 👋 I'm all about making HR easier, together. Our community is opening exclusively to our waitlist - you can get on it here - humaneer.app

87% of HR have thought about leaving their current roles in the past 6 months.



(There is other reports, done on a much bigger scale that support this small snippet). 

I've got a few thoughts that keep going through my head when I see stats like this... Let me brain dump... 

👉 Can we just take a second to think about what this could mean commercially for organisations if nearly 90% of HR decide to leave their current role 🙃

👉 It is NOT normal for any industry for nearly 90% of people to be thinking of leaving , why is this happening in our industry? 🤔

👉 If these stats where being reported in other industries, would organisations be more concerned and be taking more action? (e.g Engineering) 🤔

I'd be interested to hear your thoughts, let me know what your thinking 👇

#HR #Humanresources #Peopleandculture

Hello, Careen here 👋 I'm on a mission to make HR better for us all. I'm living this mission as a Co-Founder humaneer.app where we are building #HRforHR with our community. 


#HRforHR app, supporting HR professionals globally.

Will I learn more working in a start up or a bigger organisation? 

I was asked this question last week....

Having worked accross organisations of different stages and sizes throught my HR/People career...here's some of my learnings comparing start ups to large (established) organisations. 

👉 Start ups

✔ You are building from the ground up
✔ It is easier to make changes fast (less people, less hierarchy)
✔ You probably have more interaction with employees on a daily basis 
✔ You can flex that HR generalist muscle 
✔ Resources may be more limited, you learn to do more with less. 
✔ The pace is fast

👉 Larger (more established) organisations 

✔ There will be alot of legacy systems and processes 
✔ You will work with a bigger HR team 
✔ There will be areas of HR specialist within the team to learn from 
✔ Roll outs can be slower
✔ Access to more resources and training 

Working in both of these environments there are opportunities to learn and grow, I'm glad I've had the oppertunity to do both. 

However what has been really important in both situations was having a network where there was diversity of experience to lean on. 

When I worked in start up my BHRFs (Best HR Friends) were  HR at a hyper growth scale up,  HR for a multinational and P&C at a not for profit. 

That diversity of experience was so valuable 😃 

When Kimberly Burns and I were building the humaneer.app community we knew that it was important that we had that diversity, to ensure different perspectives (which could lead to more ideas and viewpoints) 😃


I'd absolutely love to hear any learnings you have had from working accross different stage companies... let me know 👇

#HRforHR 
#HRcommunity 
#HRsupoort 

🚀As we welcome people into the community, the only way to join is to click the waitlist (link in comments) we would love to welcome you to it 😀

The moment I learned this, was the moment my diary went from crazy to (slightly less crazy #HRlife)

In HR we can be pulled into a thousand meetings...
Hands up if you have been there too 🙋‍♀️

There are lots of ways you can determine if the conversation is the right one for you to be in...  here are a few tips I use... 

👉 If you invite me to a meeting, please give me context and let me know why I am invited. 

I ask these questions... 

Are you inviting me to this meeting because....

👉 you are too uncomfortable to have the conversation (in this case, lets get you comfortable). 
👉 you don't have the knowledge or skills to have this conversation (lets work on that) 

Each of the above can be rectified through coaching and training, which will ensure a skills uplift for next time. As HR we want to support people and enable them. 

However if we just attend every meeting we are invited to, we end up running ourselves into the ground, and ultimately HR ends up doing the role that managers have been hired to do. 

Whats your thoughts on this? Should HR attend every meeting we are invited to? Let me know 👇

#HRforHR #HRcommunity #HRtips 

Hey there 👋 Careen here, we are welcoming HR folks from across the globe into the humaneer.app community. Its a safe place to ask the crunchy questions, get support and meet HR likeminded people. Link in comments for the waitlist (you get 3 months free if you join this week). 😀

Yesterday  Kimberly Burns and I were on a call with our awesome advisor George Robinson. Yes we got sidetracked at the end of the call, yes it was hilarious, and yes, this is one of the reasons why having these (C&K) IRL sessions are so much fun 😂

Happy Fri-YAY Y'all... can you guess what we were talking about?👇 

#friYAY #Fun #workdays #startup

What do you love most about working in the people space? 🤔

I absolutely love our industry, I grew up in this space, and for over 20 years it's been such a huge part of who I am and what gets me up of a morning,   🌞

I was reflecting on this last night. Yes, the roles in our space can be tough, it can be isolating and overwhelming...however we are all so deeply passionate about what we do...and I'd be my bottom dollar there is something that drives you that you really love about the people space ...⭐️

So I thought it would be fun to lean into the sheer awesomeness of working in HR and the People space today....

👉 Here is my why -  I love the growth aspect most. Enabling people to grow their careers, their skills and (sometimes) their lives while at organisations, alongside building the organisation is what makes me tick ✅

What about you? I'd love to know....

What do you love most about working in the People space?  😀👇

#HR #HRcommunity #Humanresources #Peopleandculture 

Hello, Careen here 👋 I'm on a mission to make HR easier, together. I'm living this mission as a Co-Founder humaneer.app where we are building hashtag
#HRforHR with our global HR community. Join the waitlist today - we are launching in the next few weeks (link in comments)

Getting to grips with your HR Tech stack (part 1)

✅ Assess ✅

Before doing anything I would always recommend taking time to assess some key points;

📌Who will you be working with on this project?📌 

Gather a mission based team - Although you may have been tasked with looking at your HRtech, it’s not something I’d recommend HR doing in silo. So first off I’d build a mission based team to work together on this. Assess who could be on this team, I’d suggest at a minimum, IT, Operations and Security are going to be your BFFs alongside end users. Engage with your mission team as a priority, not doing this will only cause roadblocks and derailment later on. (learned experience) 

Next up on the assessment side is to understand what you currently have in your HRTech stack. 

📌 Answer these 3 key questions📌

👉Store- How do we currently store employee information (perhaps this would be on a HRIS, Spreadsheets etc)

👉Access - How and where can people access HR information (How do stakeholders get the information they need from HR when they need it)

👉Distribute - What is our capability to distribute/communicate HR information (there are two sides to this, internal coms, slack, emails, teams etc AND this could be around internal decision making, reporting, strategic data led planning etc)

By answering these 3 questions you will be able to build out a base in terms of what you are currently using. 

📌 Map it out and get super clear on how you are doing the above.

📌 You now have the "current state" of your HRTechStack - YAY 😀 

In my next post, I'll chat about comparing your "current state" to your "future state" which is the next stage I would follow when assessing HR TechStacks. 

🔔 Follow along with me this week as I chat through how I approach HRTechStacks. 

#HR #Humanresources #HRforHR #HRtech

Hello, Careen here 👋 I'm on a mission to make HR easier in my role as Co-Founder of humaneer.app 🚀 We would love to welcome you to the community😀

Just grabbed a screen video playing in the community on the desktop.... Absolutely LOVING the search bar in the humaneer.app community, making it even easier to get information quickly... 😀 Saving time going through Power up, Resource and Think Tank sessions... simple. 

⏰ Waitlist is closing in 2 days (Friday midnight AEST) 
🔥 Link is in the comments 

#HRforHR 

Kimberly Burns 😀

Kimberly Burns

Increasing the impact of HR 🚀

If you are a standard alone HR or under resourced small team, it can feel like there is never a minute in the day.

Been there 😬

Here are 2 things I'd focus on to enable the organisation so I can free up some time. 

🚀 Automate admin heavy tasks as much as you can with your techstack and AI 

🚀 Enable managers to have the skills they need - feedback, coaching, tough conversations, delegation, accountability, expectation management etc 

Yes the above will take time to implement, when you do, the difference to your week is surmountable 😃

What would you add? Is there anything you would focus on to make scale the impact of HR? let me know 👇

#HR #HRtips #hrcommunity 

🔥 I'm part of a growing community of HR folks who are making HR easier, through learning, supporting and sharing ideas. If you join the waitlist today, its free for 3 months (link in the comments) we would love to welcome you 😃

Taplio

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Taplio

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