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On behalf of a partner company, Nordic Investin is looking for a Head of Talent and People Development. You want to build a talent system leaders actually use when making appointments, succession decisions and capability investments.

The partner is bringing talent, leadership and learning priorities into one coherent agenda. You will define the approach, lead critical programmes and help senior leaders make sharper decisions about capability, succession and development across the organisation.

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.

This is a leadership role with responsibility for direction, governance and the capability of others. You will create enough structure for teams to move independently while stepping into detail when risk or ambiguity demands it. The partner wants visible ownership without unnecessary hierarchy.

• Set strategy for talent, succession and leadership development.

• Lead enterprise talent reviews and critical role planning.

• Build practical leadership and specialist development pathways.

• Create governance for assessment, mobility and development investment.

• Partner with executives on succession risk and capability gaps.

• Measure programme impact and improve the portfolio over time.

• Extensive talent management or people development experience.

• Evidence of designing organisation wide frameworks.

• Strong executive facilitation and influencing skills.

• Ability to connect capability decisions with business strategy.

• Experience leading programmes, partners or a small team.

• Professional English and clear board level communication.

• Assessment methodology and executive development.

• International mobility or global talent processes.

• Organisation design or strategic workforce planning.

You may have developed through learning, talent, HR business partnering or consulting. The successful leader will combine conceptual strength with the discipline to simplify, implement and retire programmes that do not change decisions or behaviour.

This role offers a genuine platform to shape leadership depth and future capability. You will work with visible sponsorship and questions that matter to the organisation well beyond the next annual cycle.

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 an HR Manager Manufacturing on behalf of one of our partner companies. You understand that credible HR in manufacturing is built on presence, consistency and a real grasp of operational pressure.

The partner needs an HR manager to support a production site with shift operations, technical competence needs and active employee relations. You will work close to site leadership, managers and unions while contributing to wider business and people priorities.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Lead the site people agenda and annual HR cycle.

• Coach production managers on leadership and employee matters.

• Manage complex employee relations and union collaboration.

• Support workforce planning, skills supply and succession.

• Lead people workstreams in operational change.

• Ensure HR routines, documentation and compliance are reliable.

• Senior HR experience in manufacturing or a comparable operational setting.

• Strong Swedish labour law and union relations knowledge.

• Ability to manage complex cases independently.

• Experience supporting organisational and shift related change.

• Commercial understanding and visible leadership presence.

• Professional Swedish and English.

• Work environment and rehabilitation expertise.

• Experience across blue collar and white collar populations.

• Lean manufacturing or continuous improvement exposure.

Your background may be site HR, industrial relations, operations partnering or a broader HR manager position with substantial production exposure. You know that policies must work on the floor, across shifts and under time pressure.

The role offers direct connection between people decisions and operational results. You will be a central member of the site leadership dialogue and have the mandate to strengthen both daily practice and long term capability.

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 a People and Culture Manager, with Nordic Investin leading the recruitment process. You can create a strong employee experience without losing sight of performance, accountability and the everyday systems that make culture believable.

The partner is building a more coherent people function in a growing organisation. You will lead core HR priorities, develop managers and turn cultural ambitions into concrete practices across recruitment, onboarding, performance, development and communication.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Own the people roadmap and translate it into measurable priorities.

• Coach leaders on team effectiveness and performance.

• Improve recruitment, onboarding and employee development.

• Strengthen engagement listening and action planning.

• Ensure policies and employee processes are clear and compliant.

• Build an inclusive culture through consistent leadership practice.

• Broad people management or HR leadership experience.

• Strong manager coaching and change capability.

• Experience creating scalable people processes.

• Understanding of employment practice and employee relations.

• Ability to combine empathy with clear performance expectations.

• Professional English and persuasive communication.

• Experience in a scale up or rapidly changing organisation.

• Employer brand and internal communication.

• HR technology implementation.

You may come from a modern people function, a generalist HR background or business partnering with broader programme ownership. The partner is looking for substance behind the culture language: clear decisions, useful routines and leaders who understand what is expected.

This is a role with room to build, simplify and influence. You will shape how people join, develop and lead while helping the organisation preserve what works as it grows.

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.

On behalf of a partner company, Nordic Investin is looking for a Human Resources Manager. You want an HR leadership role close enough to the business to see whether the advice works.

The partner needs a commercially grounded HR manager to lead local people priorities and support leaders across the employee lifecycle. You will balance daily operational demands with capability building, workforce planning and consistent implementation of the broader people strategy.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Lead delivery of the local people plan.

• Coach managers on organisation, performance and employee relations.

• Drive workforce planning and capability priorities.

• Ensure reliable HR operations, policy application and compliance.

• Partner with specialist HR functions on recruitment, reward and development.

• Use workforce insight to influence business decisions.

• Broad HR management or senior HR business partner experience.

• Strong employee relations and employment law knowledge.

• Evidence of independent manager coaching.

• Ability to connect people priorities with operational performance.

• Experience leading projects and managing competing demands.

• Professional Swedish and English.

• Line management of HR specialists or administrators.

• Manufacturing, logistics or another operational environment.

• Nordic or international matrix organisation experience.

You may already be an HR manager or a senior HR business partner ready for broader ownership. The role suits someone who can handle a complex case in the morning, challenge a workforce assumption in the afternoon and still protect time for longer term improvement.

You will have a clear mandate, direct access to business leadership and the chance to make HR visible through practical value. The partner wants a trusted leader who can create consistency without becoming remote from employees and managers.

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.

On behalf of a partner company, Nordic Investin is looking for a Head of Talent and People Development. You want to build a talent system leaders actually use when making appointments, succession decisions and capability investments.

The partner is bringing talent, leadership and learning priorities into one coherent agenda. You will define the approach, lead critical programmes and help senior leaders make sharper decisions about capability, succession and development across the organisation.

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.

This is a leadership role with responsibility for direction, governance and the capability of others. You will create enough structure for teams to move independently while stepping into detail when risk or ambiguity demands it. The partner wants visible ownership without unnecessary hierarchy.

• Set strategy for talent, succession and leadership development.

• Lead enterprise talent reviews and critical role planning.

• Build practical leadership and specialist development pathways.

• Create governance for assessment, mobility and development investment.

• Partner with executives on succession risk and capability gaps.

• Measure programme impact and improve the portfolio over time.

• Extensive talent management or people development experience.

• Evidence of designing organisation wide frameworks.

• Strong executive facilitation and influencing skills.

• Ability to connect capability decisions with business strategy.

• Experience leading programmes, partners or a small team.

• Professional English and clear board level communication.

• Assessment methodology and executive development.

• International mobility or global talent processes.

• Organisation design or strategic workforce planning.

You may have developed through learning, talent, HR business partnering or consulting. The successful leader will combine conceptual strength with the discipline to simplify, implement and retire programmes that do not change decisions or behaviour.

This role offers a genuine platform to shape leadership depth and future capability. You will work with visible sponsorship and questions that matter to the organisation well beyond the next annual cycle.

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 an HR Manager Manufacturing on behalf of one of our partner companies. You understand that credible HR in manufacturing is built on presence, consistency and a real grasp of operational pressure.

The partner needs an HR manager to support a production site with shift operations, technical competence needs and active employee relations. You will work close to site leadership, managers and unions while contributing to wider business and people priorities.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Lead the site people agenda and annual HR cycle.

• Coach production managers on leadership and employee matters.

• Manage complex employee relations and union collaboration.

• Support workforce planning, skills supply and succession.

• Lead people workstreams in operational change.

• Ensure HR routines, documentation and compliance are reliable.

• Senior HR experience in manufacturing or a comparable operational setting.

• Strong Swedish labour law and union relations knowledge.

• Ability to manage complex cases independently.

• Experience supporting organisational and shift related change.

• Commercial understanding and visible leadership presence.

• Professional Swedish and English.

• Work environment and rehabilitation expertise.

• Experience across blue collar and white collar populations.

• Lean manufacturing or continuous improvement exposure.

Your background may be site HR, industrial relations, operations partnering or a broader HR manager position with substantial production exposure. You know that policies must work on the floor, across shifts and under time pressure.

The role offers direct connection between people decisions and operational results. You will be a central member of the site leadership dialogue and have the mandate to strengthen both daily practice and long term capability.

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 a People and Culture Manager, with Nordic Investin leading the recruitment process. You can create a strong employee experience without losing sight of performance, accountability and the everyday systems that make culture believable.

The partner is building a more coherent people function in a growing organisation. You will lead core HR priorities, develop managers and turn cultural ambitions into concrete practices across recruitment, onboarding, performance, development and communication.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Own the people roadmap and translate it into measurable priorities.

• Coach leaders on team effectiveness and performance.

• Improve recruitment, onboarding and employee development.

• Strengthen engagement listening and action planning.

• Ensure policies and employee processes are clear and compliant.

• Build an inclusive culture through consistent leadership practice.

• Broad people management or HR leadership experience.

• Strong manager coaching and change capability.

• Experience creating scalable people processes.

• Understanding of employment practice and employee relations.

• Ability to combine empathy with clear performance expectations.

• Professional English and persuasive communication.

• Experience in a scale up or rapidly changing organisation.

• Employer brand and internal communication.

• HR technology implementation.

You may come from a modern people function, a generalist HR background or business partnering with broader programme ownership. The partner is looking for substance behind the culture language: clear decisions, useful routines and leaders who understand what is expected.

This is a role with room to build, simplify and influence. You will shape how people join, develop and lead while helping the organisation preserve what works as it grows.

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.

On behalf of a partner company, Nordic Investin is looking for a Head of Talent and People Development. You want to build a talent system leaders actually use when making appointments, succession decisions and capability investments.

The partner is bringing talent, leadership and learning priorities into one coherent agenda. You will define the approach, lead critical programmes and help senior leaders make sharper decisions about capability, succession and development across the organisation.

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.

This is a leadership role with responsibility for direction, governance and the capability of others. You will create enough structure for teams to move independently while stepping into detail when risk or ambiguity demands it. The partner wants visible ownership without unnecessary hierarchy.

• Set strategy for talent, succession and leadership development.

• Lead enterprise talent reviews and critical role planning.

• Build practical leadership and specialist development pathways.

• Create governance for assessment, mobility and development investment.

• Partner with executives on succession risk and capability gaps.

• Measure programme impact and improve the portfolio over time.

• Extensive talent management or people development experience.

• Evidence of designing organisation wide frameworks.

• Strong executive facilitation and influencing skills.

• Ability to connect capability decisions with business strategy.

• Experience leading programmes, partners or a small team.

• Professional English and clear board level communication.

• Assessment methodology and executive development.

• International mobility or global talent processes.

• Organisation design or strategic workforce planning.

You may have developed through learning, talent, HR business partnering or consulting. The successful leader will combine conceptual strength with the discipline to simplify, implement and retire programmes that do not change decisions or behaviour.

This role offers a genuine platform to shape leadership depth and future capability. You will work with visible sponsorship and questions that matter to the organisation well beyond the next annual cycle.

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 an HR Manager Manufacturing on behalf of one of our partner companies. You understand that credible HR in manufacturing is built on presence, consistency and a real grasp of operational pressure.

The partner needs an HR manager to support a production site with shift operations, technical competence needs and active employee relations. You will work close to site leadership, managers and unions while contributing to wider business and people priorities.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Lead the site people agenda and annual HR cycle.

• Coach production managers on leadership and employee matters.

• Manage complex employee relations and union collaboration.

• Support workforce planning, skills supply and succession.

• Lead people workstreams in operational change.

• Ensure HR routines, documentation and compliance are reliable.

• Senior HR experience in manufacturing or a comparable operational setting.

• Strong Swedish labour law and union relations knowledge.

• Ability to manage complex cases independently.

• Experience supporting organisational and shift related change.

• Commercial understanding and visible leadership presence.

• Professional Swedish and English.

• Work environment and rehabilitation expertise.

• Experience across blue collar and white collar populations.

• Lean manufacturing or continuous improvement exposure.

Your background may be site HR, industrial relations, operations partnering or a broader HR manager position with substantial production exposure. You know that policies must work on the floor, across shifts and under time pressure.

The role offers direct connection between people decisions and operational results. You will be a central member of the site leadership dialogue and have the mandate to strengthen both daily practice and long term capability.

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.

On behalf of a partner company, Nordic Investin is looking for a Human Resources Manager. You want an HR leadership role close enough to the business to see whether the advice works.

The partner needs a commercially grounded HR manager to lead local people priorities and support leaders across the employee lifecycle. You will balance daily operational demands with capability building, workforce planning and consistent implementation of the broader people strategy.

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 manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

• Lead delivery of the local people plan.

• Coach managers on organisation, performance and employee relations.

• Drive workforce planning and capability priorities.

• Ensure reliable HR operations, policy application and compliance.

• Partner with specialist HR functions on recruitment, reward and development.

• Use workforce insight to influence business decisions.

• Broad HR management or senior HR business partner experience.

• Strong employee relations and employment law knowledge.

• Evidence of independent manager coaching.

• Ability to connect people priorities with operational performance.

• Experience leading projects and managing competing demands.

• Professional Swedish and English.

• Line management of HR specialists or administrators.

• Manufacturing, logistics or another operational environment.

• Nordic or international matrix organisation experience.

You may already be an HR manager or a senior HR business partner ready for broader ownership. The role suits someone who can handle a complex case in the morning, challenge a workforce assumption in the afternoon and still protect time for longer term improvement.

You will have a clear mandate, direct access to business leadership and the chance to make HR visible through practical value. The partner wants a trusted leader who can create consistency without becoming remote from employees and managers.

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.