HR professionals have long been the backbone of employee wellbeing within organisations, supporting others through challenging times. But who supports HR when they’re the ones feeling burned out? In a world of increasing demands, constant change, and complex employee needs, burnout has become a reality for many in the HR field.

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"Brené Brown says: ‘You can’t serve from an empty vessel’," says Jodette Cleary, Chief People & Culture Officer at hipages, Australia & New Zealand’s largest online tradie marketplace. This belief drives both Jodette and Kim Hall, Chief People, Safety & Environment Officer at environmental solutions company, Veolia Australia & New Zealand, as they work to address burnout within their teams. Here, they share insights and practical strategies for HR leaders aiming to prevent burnout and create sustainable, supportive work environments for themselves and their teams.

male and female talking and smiling.
male and female talking and smiling.

recognising burnout: key indicators

Burnout often creeps up gradually, and it’s essential for HR leaders to recognise early signs before they escalate. Both Kim and Jodette noticed burnout in their teams following the pandemic, though the symptoms varied.

For Jodette, the indicators were clear: emotional exhaustion, decreased productivity, and a sense of detachment among team members. “People who were once proactive and detail-oriented started making small mistakes and missing deadlines,” she explains. The energy that once drove her team was being sapped by prolonged stress and uncertainty.

Kim observed similar signs during an intense 2.5-year integration project at Veolia, where her team faced relentless deadlines and the emotional toll of restructuring. “I saw changes in mood, increased irritability, and signs of physical fatigue,” she notes, adding that even high-performing team members began to show signs of strain. Both leaders emphasise the importance of recognising these early warning signs to prevent burnout from worsening.

strategies for a sustainable HR environment

To tackle burnout, Kim and Jodette each implemented practical strategies focused on creating a sustainable work environment. Here are some of their approaches:

Group of people working behind their computers at their cubicles at the office. Focused.
Group of people working behind their computers at their cubicles at the office. Focused.

unique challenges in Australia’s HR landscape

The HR landscape in Australia brings its own set of pressures. Kim and Jodette both highlight challenges unique to this environment, from continuous legislative changes to talent shortages and the complexities of remote and hybrid work.

These factors underscore the need for robust support systems and proactive strategies to help HR teams thrive in a demanding landscape.

fostering a culture of wellbeing and support

Leadership plays a crucial role in fostering a supportive culture for HR professionals. Kim and Jodette emphasise that for HR teams to remain resilient, organisations must prioritise their wellbeing.

  • clear prioritisation strategies: Open communication around workloads is important. Kim encourages her team to speak up when demands become overwhelming and to explore alternative solutions when possible. An open dialogue has helped her team manage expectations realistically. 
  • setting boundaries: Establishing work-life boundaries is critical in an “always-on” culture. Jodette supports the idea of a “right to disconnect” for her team, encouraging them to set clear boundaries around their work hours. By modelling these behaviours herself, she creates a culture where disconnecting after work is normalised.
  • providing resources and budget: Both Kim and Jodette stress the importance of giving HR teams the resources they need to succeed. From robust HR technology to adequate budgets for wellbeing initiatives, providing the right tools ensures that HR teams can address people's challenges without compromising their own health.
  • modelling healthy behaviours: As leaders, Kim and Jodette strive to lead by example. Whether it’s taking time off, setting boundaries, or engaging in mindfulness practices, their actions reinforce the importance of self-care. “When leaders prioritise their wellbeing, it sets a tone that makes it acceptable for everyone else to do the same,” says Kim.
  • building peer support networks: Encouraging peer-support systems and collaboration across departments can lighten the load on HR teams. Jodette has found that cross-functional collaboration on wellbeing initiatives helps distribute responsibility and reduces the burden on HR alone, creating a more supportive infrastructure.
Close up - Smiling female looking away
Close up - Smiling female looking away

advice for HR professionals experiencing burnout

For HR professionals who are currently struggling with burnout, Kim and Jodette offer these pieces of advice:

  1. recognise early signs: Be mindful of symptoms like fatigue and irritability, and address them proactively.
  2. use available resources: Leverage Employee Assistance Programs (EAPs), professional coaching, peer-support networks or other tools, programs and resources to stay resilient. Both Kim and Jodette emphasise the importance of seeking out and utilising support provided by the organisation.
  3. set clear boundaries: Establish personal boundaries around work and communicate them. Both leaders agree that boundaries are key to preventing burnout.
  4. practice self-care: Engage in mindfulness or relaxation practices, like meditation or yoga. Jodette advises, “Practice what you preach”—use the same wellbeing resources that HR provides to employees. Kim says self-care is paramount. “If we don’t look after ourselves, we can’t effectively support others.”

final thoughts: leading with wellbeing in mind

HR professionals often feel a unique responsibility to care for others, but Kim says: “it’s important to put your oxygen mask on first before helping others.” For HR leaders, building resilient, supportive teams starts with looking after their own wellbeing. Kim and Jodette’s strategies provide a roadmap for organisations committed to preventing burnout and building sustainable, engaged HR teams that can thrive, even in the face of constant change. By prioritising the wellbeing of HR teams, organisations can foster a healthier, more resilient workforce that drives lasting success.

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about the author

Jodette Cleary & Kim Hall

chief people & culture officer at hipages and veolia - anz