Introduction: Recent studies suggest that compassion, particularly self-compassion, is often perceived as contrary to effective leadership and organizational success, that self-compassion, which impacts emotion regulation through the acceptance of negative emotions, may be an adaptive strategy for managing stress and benefit for resilience at work, and that self-compassion is associated with happiness and inversely related to anxiety and depression. This can be taken together with the importance of job-related affective well-being, where low LPLA (Low Pleasurable Low Arousal emotions) and high LPHA (Low Pleasurable High Arousal emotions) can correlate to depression, anxiety, and stress. The following self-report questionnaires were used: the Self-Compassion Scale (SCS-SF), the Job-Related Affective Well-Being scale (JAWS), the Perceived Stress Scale (PSS 10), the Subjective Happiness Scale (SHS), the Depression Anxiety Stress Scale (DASS-10). The aims of this case series are to assess these components in six senior managers of human resources or organizational development, to understand their interconnections, and to compare the results with previous studies. Results and discussion: The six cases’ configurations of scores (age 46-67, 4 female, 2 male) for self-compassion, job-related wellbeing, perceived stress, happiness, depression/anxiety symptoms, vary widely. Five out of six cases in this case study have higher levels of perceived stress than the norms established by previous research. The youngest among the cases is case 5 and exhibits the highest stress levels, the highest depression/anxiety levels, and a high self-compassion level simultaneously. One case has severe depression/anxiety levels, and two cases have moderate levels of depression/anxiety. Four out of six cases have high levels of self-compassion. All six cases exhibit strong negative emotional reactions to their job and level of overall job-related affective well-being is low. The six cases in this study show the same trends outlined in the previous research: (1) self-compassion is associated with happiness and (2) self-compassion is inversely related to anxiety and depression, (3) anxiety and depression are inversely related to happiness,(4) perceived stress is negatively correlated with self-compassion (in turn that self-compassion could protect against stress, and (5) low LPLA and high LPHA levels corelate to depression, anxiety, and stress. Conclusion: Timely awareness among managers of their levels of self-compassion, job-related well-being, perceived stress, and symptoms of depression and anxiety can be valuable in preventing the escalation of stress and the deterioration of mental health. By recognizing and addressing these factors early, managers may mitigate negative emotional outcomes, thereby fostering a healthier work environment and improving overall job satisfaction and performance.