HR-partner - Lediga jobb

Nordic Investin has been engaged by a partner company to find a Senior HR Business Partner. You earn influence by understanding how the business works and knowing when a people issue is really a question of priorities, structure or leadership.

The partner is seeking a senior HR business partner for a complex business area experiencing growth and change. You will advise leaders on organisation, capability, performance and workforce risk while ensuring that decisions are translated into disciplined action.

The partner expects HR leadership to stay close to operational reality while shaping longer term capability. Advice should help leaders act, strengthen organisational trust and remain consistent when pressure or competing priorities increase.

You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful.

As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery.

• Partner with senior leaders on workforce and organisation priorities.

• Coach managers on performance, leadership and employee relations.

• Lead people aspects of restructuring and transformation.

• Translate workforce data into clear recommendations.

• Coordinate talent, succession and capability planning.

• Ensure specialist HR support is brought in at the right time.

• Extensive HR business partnering experience.

• Strong commercial and organisational understanding.

• Confidence challenging senior stakeholders constructively.

• Experience leading change and sensitive people processes.

• Ability to move between strategic advice and operational delivery.

• Professional English; Swedish is required in some partner settings.

• International matrix environment.

• Mergers, integration or rapid growth.

• Experience with executive succession and talent reviews.

Your background may span operational HR, employee relations, talent or organisational development before moving into business partnering. What matters is evidence that your advice changed a decision, improved implementation or reduced a material people risk.

The role offers access to consequential decisions before they are fixed. You will work with leaders who expect honest counsel and an HR team that values practical outcomes over polished presentations.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find a People Analytics Specialist. You can turn workforce data into a decision, and you know when the available data is not strong enough to support one.

The partner wants a clearer view of workforce capacity, movement, skills, engagement and organisational health. You will build trusted analysis, improve definitions and help HR and business leaders use people data without losing context or privacy.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you.

• Develop dashboards for workforce trends and key people measures.

• Create consistent definitions across HR data sources.

• Analyse retention, recruitment, absence and capacity patterns.

• Support workforce planning with scenario based analysis.

• Improve data quality, access controls and documentation.

• Present findings with clear limitations and practical implications.

• Experience in people analytics, workforce planning or HR reporting.

• Strong Excel and data visualisation capability.

• Ability to clean, reconcile and interpret imperfect datasets.

• Understanding of privacy and responsible use of employee data.

• Confidence presenting analysis to non technical stakeholders.

• Professional English and precise written communication.

• Power BI, Tableau, SQL or Python.

• Predictive workforce analysis.

• Experience connecting HR and financial planning data.

You may come from HR, business intelligence, finance or analytics consulting. We care less about one tool and more about whether you can define the question, test the data and resist turning a correlation into a confident story without evidence.

You will help move workforce discussions from instinct to informed judgement. The partner offers access to consequential questions and room to build an analytics practice that leaders return to because it is useful and trustworthy.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

One of Nordic Investin’s partner companies is looking for an Employee Relations Specialist, with Nordic Investin leading the recruitment process. You bring calm structure to sensitive cases where the facts, the law and the human consequences all matter.

The partner needs experienced support for complex employee relations matters across managers and business units. You will guide investigations, performance cases, rehabilitation, reorganisations and union dialogue while helping leaders act consistently and document decisions properly.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery.

• Advise managers on complex employee relations cases.

• Plan and conduct fair workplace investigations.

• Support performance, conduct and rehabilitation processes.

• Prepare documentation and risk assessments for organisational change.

• Coordinate consultation and negotiation with employee representatives.

• Identify recurring case themes and strengthen manager guidance.

• Substantial employee relations or labour law experience.

• Sound knowledge of Swedish employment practice.

• Ability to manage sensitive cases independently.

• Strong investigation, documentation and judgement skills.

• Confidence coaching managers through difficult conversations.

• Professional Swedish and English.

• Experience in a unionised or industrial environment.

• Reorganisation and redundancy processes.

• Work across several legal entities or Nordic countries.

Your experience may come from an HR business partner role, an employee relations team, labour law consulting or a complex operational organisation. You combine procedural discipline with the ability to listen, challenge assumptions and keep a case moving.

The work is meaningful because your judgement affects both individuals and organisational trust. You will join colleagues who value early advice, proportionate action and solutions that remain defensible after the immediate pressure has passed.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin is recruiting a Compensation and Benefits Specialist on behalf of one of our partner companies. You can make reward decisions clearer, fairer and more commercially grounded without pretending every case is simple.

The partner is reviewing salary structures, benefits and annual reward processes across a growing organisation. You will combine data analysis, policy judgement and stakeholder advice to improve consistency while respecting market conditions and local requirements.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you.

• Support salary review, bonus and incentive processes.

• Benchmark roles and interpret external market data.

• Evaluate job levels, pay structures and internal equity.

• Prepare decision material for leaders and HR colleagues.

• Develop clear reward policies, guidance and employee communication.

• Monitor benefit usage, supplier performance and programme cost.

• Experience in compensation, benefits or broader reward work.

• Strong analytical skills and advanced spreadsheet capability.

• Understanding of job evaluation and salary benchmarking.

• Ability to handle sensitive information with discretion.

• Clear communication with HR, finance and leaders.

• Professional English and careful attention to detail.

• Experience with Mercer, Willis Towers Watson or comparable data.

• International reward structures.

• HRIS implementation or reward module experience.

You may have specialised early in reward or developed from HR analytics, payroll, consulting or finance. The partner is open to different routes if you can distinguish a useful benchmark from a misleading average and explain recommendations in plain language.

Your analysis will shape decisions people care deeply about. The role offers meaningful influence over reward principles, better tools for managers and a chance to build trust through transparent, defensible practice.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find a People Analytics Specialist. You can turn workforce data into a decision, and you know when the available data is not strong enough to support one.

The partner wants a clearer view of workforce capacity, movement, skills, engagement and organisational health. You will build trusted analysis, improve definitions and help HR and business leaders use people data without losing context or privacy.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you.

• Develop dashboards for workforce trends and key people measures.

• Create consistent definitions across HR data sources.

• Analyse retention, recruitment, absence and capacity patterns.

• Support workforce planning with scenario based analysis.

• Improve data quality, access controls and documentation.

• Present findings with clear limitations and practical implications.

• Experience in people analytics, workforce planning or HR reporting.

• Strong Excel and data visualisation capability.

• Ability to clean, reconcile and interpret imperfect datasets.

• Understanding of privacy and responsible use of employee data.

• Confidence presenting analysis to non technical stakeholders.

• Professional English and precise written communication.

• Power BI, Tableau, SQL or Python.

• Predictive workforce analysis.

• Experience connecting HR and financial planning data.

You may come from HR, business intelligence, finance or analytics consulting. We care less about one tool and more about whether you can define the question, test the data and resist turning a correlation into a confident story without evidence.

You will help move workforce discussions from instinct to informed judgement. The partner offers access to consequential questions and room to build an analytics practice that leaders return to because it is useful and trustworthy.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

One of Nordic Investin’s partner companies is looking for an Employee Relations Specialist, with Nordic Investin leading the recruitment process. You bring calm structure to sensitive cases where the facts, the law and the human consequences all matter.

The partner needs experienced support for complex employee relations matters across managers and business units. You will guide investigations, performance cases, rehabilitation, reorganisations and union dialogue while helping leaders act consistently and document decisions properly.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery.

• Advise managers on complex employee relations cases.

• Plan and conduct fair workplace investigations.

• Support performance, conduct and rehabilitation processes.

• Prepare documentation and risk assessments for organisational change.

• Coordinate consultation and negotiation with employee representatives.

• Identify recurring case themes and strengthen manager guidance.

• Substantial employee relations or labour law experience.

• Sound knowledge of Swedish employment practice.

• Ability to manage sensitive cases independently.

• Strong investigation, documentation and judgement skills.

• Confidence coaching managers through difficult conversations.

• Professional Swedish and English.

• Experience in a unionised or industrial environment.

• Reorganisation and redundancy processes.

• Work across several legal entities or Nordic countries.

Your experience may come from an HR business partner role, an employee relations team, labour law consulting or a complex operational organisation. You combine procedural discipline with the ability to listen, challenge assumptions and keep a case moving.

The work is meaningful because your judgement affects both individuals and organisational trust. You will join colleagues who value early advice, proportionate action and solutions that remain defensible after the immediate pressure has passed.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin is recruiting a Compensation and Benefits Specialist on behalf of one of our partner companies. You can make reward decisions clearer, fairer and more commercially grounded without pretending every case is simple.

The partner is reviewing salary structures, benefits and annual reward processes across a growing organisation. You will combine data analysis, policy judgement and stakeholder advice to improve consistency while respecting market conditions and local requirements.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you.

• Support salary review, bonus and incentive processes.

• Benchmark roles and interpret external market data.

• Evaluate job levels, pay structures and internal equity.

• Prepare decision material for leaders and HR colleagues.

• Develop clear reward policies, guidance and employee communication.

• Monitor benefit usage, supplier performance and programme cost.

• Experience in compensation, benefits or broader reward work.

• Strong analytical skills and advanced spreadsheet capability.

• Understanding of job evaluation and salary benchmarking.

• Ability to handle sensitive information with discretion.

• Clear communication with HR, finance and leaders.

• Professional English and careful attention to detail.

• Experience with Mercer, Willis Towers Watson or comparable data.

• International reward structures.

• HRIS implementation or reward module experience.

You may have specialised early in reward or developed from HR analytics, payroll, consulting or finance. The partner is open to different routes if you can distinguish a useful benchmark from a misleading average and explain recommendations in plain language.

Your analysis will shape decisions people care deeply about. The role offers meaningful influence over reward principles, better tools for managers and a chance to build trust through transparent, defensible practice.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find a Senior HR Business Partner. You earn influence by understanding how the business works and knowing when a people issue is really a question of priorities, structure or leadership.

The partner is seeking a senior HR business partner for a complex business area experiencing growth and change. You will advise leaders on organisation, capability, performance and workforce risk while ensuring that decisions are translated into disciplined action.

The partner expects HR leadership to stay close to operational reality while shaping longer term capability. Advice should help leaders act, strengthen organisational trust and remain consistent when pressure or competing priorities increase.

You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful.

As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery.

• Partner with senior leaders on workforce and organisation priorities.

• Coach managers on performance, leadership and employee relations.

• Lead people aspects of restructuring and transformation.

• Translate workforce data into clear recommendations.

• Coordinate talent, succession and capability planning.

• Ensure specialist HR support is brought in at the right time.

• Extensive HR business partnering experience.

• Strong commercial and organisational understanding.

• Confidence challenging senior stakeholders constructively.

• Experience leading change and sensitive people processes.

• Ability to move between strategic advice and operational delivery.

• Professional English; Swedish is required in some partner settings.

• International matrix environment.

• Mergers, integration or rapid growth.

• Experience with executive succession and talent reviews.

Your background may span operational HR, employee relations, talent or organisational development before moving into business partnering. What matters is evidence that your advice changed a decision, improved implementation or reduced a material people risk.

The role offers access to consequential decisions before they are fixed. You will work with leaders who expect honest counsel and an HR team that values practical outcomes over polished presentations.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find a Senior HR Business Partner. You earn influence by understanding how the business works and knowing when a people issue is really a question of priorities, structure or leadership.

The partner is seeking a senior HR business partner for a complex business area experiencing growth and change. You will advise leaders on organisation, capability, performance and workforce risk while ensuring that decisions are translated into disciplined action.

The partner expects HR leadership to stay close to operational reality while shaping longer term capability. Advice should help leaders act, strengthen organisational trust and remain consistent when pressure or competing priorities increase.

You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful.

As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery.

• Partner with senior leaders on workforce and organisation priorities.

• Coach managers on performance, leadership and employee relations.

• Lead people aspects of restructuring and transformation.

• Translate workforce data into clear recommendations.

• Coordinate talent, succession and capability planning.

• Ensure specialist HR support is brought in at the right time.

• Extensive HR business partnering experience.

• Strong commercial and organisational understanding.

• Confidence challenging senior stakeholders constructively.

• Experience leading change and sensitive people processes.

• Ability to move between strategic advice and operational delivery.

• Professional English; Swedish is required in some partner settings.

• International matrix environment.

• Mergers, integration or rapid growth.

• Experience with executive succession and talent reviews.

Your background may span operational HR, employee relations, talent or organisational development before moving into business partnering. What matters is evidence that your advice changed a decision, improved implementation or reduced a material people risk.

The role offers access to consequential decisions before they are fixed. You will work with leaders who expect honest counsel and an HR team that values practical outcomes over polished presentations.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.