Anna Ericsson Email & Phone Number

Göteborg, Västra Götaland, Se

When Polestar HR started growing I got the opportunity to build up the HR Operations function. The function has evolved over time, and over the years it has covered the following areas of responsibility: * HR systems development and administration: Workday covering most HR processes, and securing compliance with external requirements and legislation such as SOX and EU Pay Transparency Directive* Payroll for Sweden and 7 EMEA markets* HR service delivery and support: setting the processes for continuous improvements and a well-working HR support* Travel & Expenses: global policy and system implementation* Office Management * HR development, including developing the People strategy and KPIs, data & analytics

Göteborg, Västra Götaland, Se

In a time where Polestar was taking major steps towards greater independence in terms of systems and processes, I led the transformation activities from the HR side. The main activity was implementation of Workday as our new global HCM system, with Core HCM as well as Absence, Compensation, Recruiting and Talent/Performance on a global scale. In addition to this, I had a number of related side projects, including:- Sourcing for a new payroll provider for Sweden- Setting up independent solutions for Pension and Insurances, Company cars, etc- Implementing new solutions for Travel and ExpensesA main trait of this job was to "connect the dots" - new dependencies kept revealing themselves and my role was to make sure everything was taken care of, short-term and long-term.

Göteborg, Västra Götaland, Se

During my years in this role, Polestar grew from about 65 employees, all located in Sweden, to around 600 spread over three continents. This offered great challenge to anyone, not least when working in HR. Being one out of only two HR people in the company (later we got colleagues in China), I was involved in literally all HR activities - from culture and values to work environment to recruitment etc - and everything was about setting something up from scratch. However given the pace of growth, recruitment was always a top priority and with that the need for a robust onboarding. That was one of my most tangible contributions; an onboarding concept covering practical as well as "culture buildning" elements, which has been very appreciated by many of our new joiners.In 2019 I was part of setting up a new company in UK. I drove all the HR related activities such as regulations for employee transfer, setting up payroll and pension and insurance schemes, etc. The project was extremely time squeezed, and we managed to get from idea to a company with 55 employees and contractors in just 1.5 months.

Göteborg, Se

As HR Portal Specialist I was responsible for driving the development of Volvo Cars' HR Portal, a SharePoint based portal for all Volvo Cars employees globally.My responsibility encompassed setting functional requirements for technical development, and develop follow up on global guidelines for HR Portal content.

Göteborg, Se

As HR Advisor I worked in Volvo Cars' HR Service Center. Part of my job was being the first point of contact with managers and employees all over the company, answering all kinds of HR questions. I was also working with the Volvo Cars HR Portal, operationally and in a project to form the future improved portal.

Göteborg, Se

HR Manager for two purchasing units and Purchasing & Manufacturing Business Office. As HR Manager I was part of the units’ management teams, responsible to drive strategic HR projects and initiatives. I also ensured that the total HR delivery corresponded to the business needs. Among the most critical focus areas in my units at this time were leadership, change management, psychosocial work environment and strategic workforce planning.

Göteborg, Se

HR Business Partner for Purchasing, with operational as well as strategic responsibility. During my time in this position, Volvo Cars Purchasing was integrated with the Purchasing organisation of Volvo Car China, with people in Sweden reporting to Chinese managers and vice versa. There was a high grade og complexity and a lot of cooperation with our Chinese colleagues.

Göteborg, Se

My responsibility was to lead the creation of strategies, processes, tools and methods to transform the competence development culture within the company. This included Organisational learning, blended learning and e-learning, Instructional Design, Competence architecture, learning evaluation among other things.

Göteborg, Se

Working with competence development process and solutions primarily within the areas of Purchasing and Quality. Implemented a competence framework in Purchasing and Quality departments.

Master'S Degree, Human Resources Management

Education record

Bachelor'S Degree, Human Resources Management