Job description
You are a trusted adviser to the organisation – from the Partners and leaders shaping how we organise, lead and grow, to every colleague who needs guidance or support. You sit in the room when organisational decisions are made, translate business priorities into people priorities, challenge the thinking where needed and carry decisions through to execution. Whether you are shaping a new team structure, guiding a leader through a difficult conversation or supporting someone through a transition, you are the person they trust and turn to. You advise with confidence, handle each case on the right legal footing in the country concerned, and leave the organisation stronger than you found it.The role is both strategic and hands-on: you take a holistic view of HR across the full employee lifecycle, from onboarding and development to performance and exit; you use people data and your knowledge of the business to anticipate risks and needs, and you are just as comfortable building a process as advising on a sensitive case.
You report to the CPO, who owns people strategy, culture and compensation, help shape the People agenda rather than just deliver it, and join a motivated team of People, Event and Office colleagues who are keen to contribute and make a difference.
Your responsibilities
- Help build and run the core People processes, including onboarding, offboarding and case handling, with clear owners, routines and practical guidelines for common situations such as performance concerns, exits and leave.
- Advise and coach Partners and team leads on organisation, roles, leadership, performance, promotions and exits.
- Drive learning and development, especially leadership development, with the CPO: from programmes for groups of leaders to coaching of individuals.
- Lead organisational changes from design to implementation.
- Handle complex employee relations cases and day-to-day employment law, with external counsel in each country.
- Support the talent and promotion cycle and workforce planning.
- Own people data and give leadership regular, clear insight and agree on actions.
- Own and run the employee engagement survey, from design and rollout to analysis, follow-up with leaders and delivery of the resulting actions.
Your profile
- 5 or more years in HR business partnering or a similar role advising senior leaders.
- A holistic view of HR and hands-on experience across the full employee lifecycle, from onboarding to exit.
- Experience of leading organisational change yourself, including employee or union consultation.
- Employment law and employee relations in Sweden or Norway, and experience of other countries through local counsel.
- Presence, judgement and complete discretion. You can tell a Partner no and be listened to.
- Ownership: you fix problems unasked.
- Fluent Swedish or Norwegian and professional English.
- Experience of developing leaders, from programme design to individual coaching.
- A plus: private equity, consulting or professional services; people data; comfort with AI tools.