Responsible for the company's HR department. Working with all HR processes such as recruitment, work environment, rehabilitation, labor law, union negotiations, salary audit, employee survey. Supports the company's managers in management and personnel matters. Part of the management team. Reports to CEO.

Implementation of salary mapping and production of various educational materials.Collaborative partner Poolia

General HR work, support managers, recruitment, union negotiations, training.Collaborative partner Consensus

General HR work in administration that has become a limited company. Union negotiations, working environment, support of managers. The entire municipality's payroll mapping and development of a talant acquision plan.Collaborative partner AxÖ Consulting

Recruitment of managers and specialists in civil engineering. Process from requirement profile to contract signing. Training of managers in the recruitment process.Collaborative partner HOME of Recruitment

Support in the recruitment process, selection and reference taking.

Consulting employment with a focus on recruiting specialists and managers in the construction and infrastructure sector. The role largely involves search but also advertising and traditional process.

The position as HR partner included consultative work and support in personnel matters vis-à-vis the organization's managers. The overall responsibility of the role was to contribute to the company reaching set goals at both departmental and central level. This through participation in development projects and working to ensure that central HR processes were implemented in the organization. Other tasks for the position were to plan together with managers for the support departments' ongoing HR work such as skills inventory, development planning, employee surveys and action plans. In a large organization like Humana, the ongoing HR work included the recruitment of officials and managers, both through search and traditional processes, but also labor law issues and other personnel-related matters. Temporary employment.

Working as Head of unit included personnel, financial and operational responsibility by leading, developing and following up on the operations' work. With staff groups working at our clients, the role involved remote leadership with regular staff meetings. The employment also included being part of the area's management group where strategic issues were dealt with. My goal for this position was to streamline working methods through, for example, short and concise meetings and clear leadership, which was also the result that was achieved.

The position entailed responsibility for operations, finance and personnel at approximately fifteen of the company's customers. The position also included all HR work within the business. As customers and staff groups were spread over a 20-mile radius, the role involved remote leadership and also regular business trips to staff and customer meetings. During the last year of employment, the role included coordination and implementation of the company's internal training. During my time as personnel manager, my foundation in HR was laid in everything from labor law, collective agreements and recruitment to personnel and group development. The development work carried out during this time was to delegate responsibility to supervisors and introduce more digital administration.

Worked with the company's intermodal major customers. Administrative work with planning and execution of intermodal transports, as well as daily direct contact with customers. Together with the other employees in the team, the responsibility was to register incoming bookings for places in the transport and finally report information so that the transport could depart. The work as a customer coordinator laid the foundation for my knowledge in customer and business. Leave of absence 1009-1106 for completion of studies.