Rusta is a leading player in the Nordic variety hard discount market with +200 stores in Sweden, Norway, Finland and Germany. The store network is complemented by Rusta’s online sales channel, Rusta Online, in Sweden and Finland. Rusta offers a wide but curated assortment of home and leisure products, with good quality at low prices. Rusta has more than 4,000 employees and the long-term vision is to become the leading and most trusted variety hard discount retailer in Europe.I was contracted as interim HR Manager for the Business Areas Range, Sourcing and Online with the following general responsibilities:- Ensure implementation of Rustas HR Agenda and related activities in assigned Business Areas (i.e. Annual Performance Review, Talent Review, Annual Salary Review etc.)- Establish and anchor Business Area specific “HR Must Win”-plans based on Rustas HR Agenda and Rustas Long Term Plan- Ensure adequate and timely staffing- Member of Range Mgmt Team, Sourcing Mgmt Team and HR Mgmt Team- Support & coach the management teams as well as individual managers to develop their leadership craft & abilities- Manage and support locally employed HR Officers in China, Vietnam and India (dotted line)- Ensure adherence to Labour Law and Collective Agreements (Unionen, Akavia and Handels Lager & e-handel) - Union relations & negotiationsIn addition to the above, my assignment also included:- HR Manager responsibility for Business Area Supply Chain (incl. Rustas Distribution Center in Norrköping with +500 blue collar workers) and manager for one HRBP, during the recruitment of a permanent HR Manager to Supply Chain (approx. 2 months)- Initiate, set-up and implement a Management Team development program based on findings in the Annual Employee Engagement Survey- Digitalization & semi-automation of several HR-tasks- Educate Rusta HQ leaders in how to utilize Rustas HR-system (TalentSoft)- Co-creation and launch of a recurring "Rusta HQ Leadership Forum"

GlobalConnect is one of the leading digital infrastructure and data communication providers in Northern Europe. The Group delivers end-to-end solutions across its own infrastructure consisting of 100,000 kilometers fiber network and 34,500 sqm data center space in Denmark, Norway, Sweden, Germany and Finland. GlobalConnect employs approximately 1,700 people, has 30,000 B2B customers and connects more than 650,000 private households with a high-capacity fiber network.I was contracted for carrying out various HR Projects including: - Rework and relaunch SE Company Car Policy- Reignite and implement common HR Operating Model (Nordic)- Enchance collaboration & way-of-work with SE Unions (Unionen, SACO, SEKO)In addition to above projects, also acting Country HR Lead SE & HRBP for GlobalConnect Carrier (Nordic) and HRBP B2B SE/FI.Responsibilities as acting Country HR Lead SE:- Provide proactive HR guidance & advice to SE MD - Member of SE Mgmt Team- Member of People Leadership Team (Nordic)- Establish playbooks for annual Equal Pay Analysis (SE) and Annual Salary Review (SE)- Ensure Swedish HR running smoothly in all aspects Main activities as acting HRBP:- Provide proactive HR guidance & advice in/to divisional management teams, and leaders- Equal Pay Analysis- Set foundations for, and launch"B2B People Plan 2023"

Hedvig is a digital insurance company based on trust. Instead of an endless interrogation, everything around your insurance is handled directly in the Hedvig app. As acting CPPO I managed a team of 6 HR-professionals in the fields of Talent Acquisition, Employer Branding, DEI & Internal Comms, HR Administration and Office Management.Main objectives: - manage the People & Performance function, in adherence to business strategy and objectives, and Hedvig values- guide and advice management in all people related issues- ensure Hedvig Values throughout the business- set-up way-of-work in employer branding, internal comms & DEI- carry out HR go-to-market analysis upon potential launch in new European market- design & implement a salary review set-up based on Hedvig Values

Got the opportunity to take on a temp, non-HR, position in the Network Division of Telenor Sweden.Delivery & Maintenance is part of the Network Division of Telenor Sweden and consists of ~95 FTEs (where of 7 managers/sub groups). D&M is responsible for Telenor Swedens:* Transmission/Leased Lines* Fixed Customer Delivery (B2B & B2C)* Infrastructure & agreement Value Mgmt* Site Maintenance & Site Acq.* Network Logistics
Main objectives:- lead the D&M unit- cost & revenues as per annual budget (~1 billion SEK CAPEX, COGS, OPEX)- increase agile maturity & explore agile ways of work- ensure progress in automation & RPA-initiatives- ensure accurate & timely maintenance as per policies & guidelines

~300 employees + 200 consultants (IT) (whereof ~25 managers)• Translate business needs & central HR strategies to set/incorporate in divisional HR Roadmap• Member of IT Mgmt Team, Finance Mgmt Team and People & Culture Mgmt Team• Coach the management team and individual managers to develop their leadership abilities• Ensure adequate staffing & management of talent pipelines through internal & external recruiting, Strategic Workforce Planning, Learning & Development activities etc.• Union relations & negotiations

~400 employees (whereof ~45 managers)• Translate business needs & central HR strategies to set/incorporate in divisional HR Roadmap• Member of IT Mgmt Team, Network Mgmt Team and People & Culture Mgmt Team• Coach the management teams and individual managers to develop their leadership abilities• Ensure adequate staffing & management of talent pipelines through internal & external recruiting, Strategic Workforce Planning, Learning & Development activities etc.• Union relations & negotiations

+700 employees (whereof +100 managers)• Translate business needs & central HR strategies to set/incorporate in divisional HR Roadmap• Member of Channels Mgmt Team and People & Culture Mgmt Team• Coach the management team and individual managers to develop their leadership abilities• Ensure adequate staffing & management of talent pipelines through internal & external recruiting, Strategic Workforce Planning, Learning & Development activities etc.• Union relations & negotiations

Media Markt Barkarby AB is a retailer in home electronics with ~100 employees and a yearly turnover of ~300 million SEK. The position as Head of HR & Administration covered a wide area of responsibilities, although focus was on leading other leaders, HR, general management and business control. Work was both operative and strategic. My responsibilities included: - Lead four direct reports (3 managers and 1 HR Partner)- Business planning for the whole company as well as for the four departments sorting under me (HR, logistics, customer services, invoice control) - Budget and expense responsibility (>50 million SEK annually)- Business control (follow-ups of P/L accounts and KPI’s, set up and execute financial action plans, forecasting etc.)- In cooperation with MD lead the operative management team (consisting of eight white collar managers)- Coach and support the MD and business managers in all HR-related issues- Change management/organizational change- Attract, recruit, onboarding, learning & development, offboarding, redundancies- Labour law and union negotiations - Act as Local Compliance Officer and Local Security Officer- SHE (Safety, Health, Environment)- Comp. & Ben. strategy and yearly salary reviews- Internal communication- Procurement, negotiations and contract settlements

Media Markt established its Swedish subsidiary in February 2006 and I was the first employee in the Swedish HR-department. My main responsibility was to coordinate the recruitment to the first eight Media Markt stores in Sweden. Each Media Markt store employs approx. 100 employees. During the 2,5 years I held this position Media Markt Sweden grew from 10 to 1000 employees. My responsibilities included:- Recruitment (from media planning and buying job ads to salary negotiations) of approx. 100 managers (from MD to business manager) and approx. 700 blue collars- Plan, organize and lead recruiting events- Plan, organize, monitor and act as facilitator on ”Team Days” for new employees- Train new employees in Media Markt’s business model, core values etc.- Onboard new employees in the HR-department- Train business managers in recruitment - Coach and support MDs in all areas of HR- Procurement and implementation of an ATS for Media Markt Sweden- Initiate, write and implement a “Recruitment Policy” for Media Markt Sweden

Mass recruiting of security and sales staff. The work was organized on project basis with very short term delivery dead-lines. I acted as project leader and staff manager and trained new project employees. My responsibilities included:- Selling of Poolia Recruitment’s offers to end customer (B2B)- Set up job qualifications profiles and write job postings- Screening of applications, carry out telephone interviews- Plan, organize and lead recruiting events and find out new ways to attract potential employees- Carry out in-depth interviews and give feed-back on personality assessement profiles (MPA)- Candidate profile presentation to end customer