A live eight-week program
HR landed on your desk. In eight weeks, you'll know exactly what to do with it.
Accidentally HR is a live eight-week program for the office manager, 2IC, practice manager, finance lead or founder who ended up running the people side of the business without the title, the training, or anyone to ask. You build your workplace's own HR foundations while you keep doing your actual job.
Sound familiar
If this is what your week looks like, you're in the right place.
You're the one people come to. Not because you trained for it, but because you were capable and you were there.
Now the contracts have your signature on them, the hard conversations land in your calendar, and every complaint, resignation and personal disclosure comes to you first.
- You carry the people side of the business, and nothing in your background prepared you for it
- There's nobody above you who knows either, and nobody beside you that you're allowed to talk to about it
- You hear everything, and there's nowhere to put any of it
- Nobody has told you what you can and can't say, or whether getting it wrong is the business's problem or yours
None of that means you're bad at this. It means nobody ever gave you the foundations.
It's built for a specific situation. It might not be yours.
Built for.
- Businesses of roughly 5 to 100 staff with no experienced HR person
- The office manager, operations manager, practice manager, 2IC or owner who does the HR on top of their real job
- Someone with the authority and time to actually implement, because the whole program is built on doing
Not built for.
- Anyone facing an urgent formal performance management process, dismissal, investigation or claim right now
- Anyone wanting a folder of templates without the doing
- Anyone without curiosity about how to care for their team
Dealing with something formal right now? That needs specialist help today, not a program — and it's Kan Kulture's day job. Get in touch directly.
What it costs to leave it
It never looks serious at the time.
Someone starts underperforming. Nobody says anything, because the conversation feels too big for a Tuesday. Six months on, it's a real problem, and now you're trying to have a talk that should have happened in March, with nothing written down from any of it.
That's the shape of almost every expensive people problem. Not one big mistake. A small thing nobody wanted to handle, left alone until handling it got hard.
Fix it at step one and it costs you a conversation. Leave it to step four, and you'll cost yourself a lawyer.
You've probably seen a few of these already:
- An award read wrong for two years, and the backpay arriving all at once
- A resignation that takes a client list out the door, because nobody ever built a handover
- Two managers dealing with the same issue two completely different ways — and that inconsistency is usually what turns a perfectly fair decision into one you can't defend
On the Gold Coast it travels, too. The labour pool is small, and reputations move fast. A messy exit gets talked about, and the next good candidate has already heard.
Why nothing has fixed it yet
You've already paid for the fix. Probably more than once.
There was the advisory line, which was genuinely useful right up until the person who knew your situation moved on and you had to explain the whole thing again to someone new. There was the one-day course, which you enjoyed, and then you came back to a desk that had kept piling up while you were out.
Somewhere there's a folder of templates you bought. You've used maybe three of them, because the other forty-seven assume you already know which situation you're in. And lately there's ChatGPT, which will write you a warning letter in about ten seconds and has no idea whether it's the right one.
None of them were bad. They just all did the same thing.
Every one of them handed you a document. Not one of them left you able to handle the next thing on your own, which is why the same problems keep arriving.
Accidentally HR is built the other way around. You leave with the processes, and you leave able to run them.
How it works
Eight weeks of building, and you put each piece to work the same week.
The program runs live for eight weeks. Every week you get:
A core session, taught live.
A group clinic for whatever is actually sitting on your desk that week.
Some pre-work, then applying what you built inside your own workplace.
The cohort matters as much as the content.
It's a small group of people doing the same job as you, in businesses your size, and for most of them it's the first time they've had anywhere to take this stuff. Think of it as a second opinion you get every week.
Every module ends with a Builder.
Something you make for your own organisation during the session and start using the next day. Over eight weeks, those Builders add up to a proper set of people processes, so decisions stop depending on whoever happens to be dealing with it that day.
Every module runs the same way, so the rhythm gets familiar fast.
By about week three, you stop noticing the structure and just get on with it.
The eight modules
Here's what the eight weeks actually cover.
| Week | Module | What you walk away with |
|---|---|---|
| 1 | Set the Foundations | Your people work mapped, and safe AI rules everyone follows |
| 2 | Attract & Choose | A fair, consistent recruitment process |
| 3 | Welcome & Embed | An onboarding that turns a signed offer into someone who stays |
| 4 | Set Expectations & Lift Performance | Performance as a rhythm instead of a crisis |
| 5 | Grow, Reward & Retain | A fair way to make pay, growth and recognition calls |
| 6 | Create Culture People Feel | Values turned into behaviours people can actually see |
| 7 | Respond to People Issues | A way to triage concerns and take the next safe step |
| 8 | Manage Change, Exit & Sustain | Endings handled with integrity, and an annual rhythm that sticks |
What you leave with
You finish with a People Foundations Pack, and it's already running.
Everything you build across the eight weeks, working in your business rather than sitting in a folder.
- Your recruitment, onboarding and performance processes, built for your workplace
- A fair way to make pay, growth and recognition decisions
- A culture rhythm, an issue-response process and a clear escalation map
- An AI prompt library set up on your own approved policies, so the admin gets faster while the judgement stays yours
- A 90-day action plan to keep it moving after the program ends
Just as important, you'll know what the obligations are, what to document, and what you can handle yourself versus when it's worth calling in expert help. Knowing where that line sits is half the risk gone.
What changes for you.
- You stop second-guessing every decision
- You know the next safe step, and when to hand it over
- You're finally in a room with people carrying the same thing you are
What changes for the business.
- Hiring, onboarding and performance run the same way every time, no matter who's dealing with it
- Hard conversations come prepared, with records to match
- People matters have an owner and an escalation path
- Real internal capability, without adding a senior HR salary yet
Who teaches it
Taught by the person businesses call when it has already gone wrong.
Kylie Neal is the Director of Kan Kulture, an HR consultancy on the Gold Coast. Her day job is the hard end of this work — the businesses that call once a situation has already got serious and expensive.
She built Accidentally HR because of a pattern she got tired of watching. By the time someone rings her, the costly part has usually already happened. And almost every time, it traces back to a moment months earlier when somebody in the business didn't know what to do and had a guess.
Twenty-five years in HR and People & Culture, in-house and consulting, from HR Business Partner through to Head of People. Her training is in psychology — an undergraduate degree and a Master of Coaching Psychology from the University of Sydney — and she's a Certified CliftonStrengths Coach.
Most HR advice starts with the legislation and works backwards to the people. Kylie starts with the people and makes sure the legislation holds. Both matter, but only one of them changes how a workplace actually feels on a Tuesday morning.
She teaches every session herself, which is worth saying because plenty of programs don't. The person in the room is the one doing this work every week, in businesses that look like yours.
There's a working consultancy behind the program.
Because Accidentally HR is by Kan Kulture, if something lands on your desk that's beyond what foundations should handle, you'll recognise it early — and there's somewhere proper for it to go.
From the next intake the standard price is $2,495 + GST, and it rises as the proof builds. The founding group gets the lowest price this program will ever be, and Kylie's full attention in a room that small.
Founding pricing closes 30 September
The price
The founding cohort is maxed to twelve seats.
Most people do this with their employer paying.
And many businesses find it an easier decision than they expect: one program costs less than a single year on an HR advice line, and unlike the advice line it doesn't renew.
The business gets the processes, not just the training. If you'd like help putting it to them, just ask.
The Readiness Checklist
Not sure yet? Find out where you actually stand, in four minutes.
Download the Readiness Checklist and find out whether Accidentally HR is right for your current situation.
It lands in your inbox straight away. We'll also let you know when the next cohort opens. Unsubscribe whenever you like.
FAQuestions
The questions people actually ask.
Is this an accredited qualification?
No, and that's deliberate. A Certificate IV in HR is twelve units over twelve months, built for someone starting a career in HR. This is eight weeks, built for someone already doing the job who needs it working now. You finish with your organisation's processes running, not a certificate. If a formal qualification is what you're after, this isn't the right spend.
I don't have time for this.
That's exactly why it's eight weeks and not twelve months. It's 3.5 hours live each week, and the implementation time is work you'd be doing anyway — just done properly, and done once.
Do I need HR experience?
No. It assumes you have none.
Can my employer pay for it?
Yes, and most do. It's usually an easy case to make: the business gets the processes, not just the training. If you'd like help putting it to them, just ask.
What if I'm dealing with something serious right now?
Then this isn't the right thing today. Get in touch with Kan Kulture directly and get proper help with the situation in front of you. The program will still be here.
What happens after the eight weeks?
You keep everything you built, and you leave with a 90-day plan for what to do next. Kan Kulture is there if something bigger comes up.
Eight weeks from now, you'll have proper foundations under you.
The people work will still arrive. You'll just have a process for it, records behind it, and a clear sense of what you can handle and when it's worth calling someone. That's the whole job — and the founding cohort opens soon.