In this position I am leading a team of 8 persons from recruitment (TA) to HR support and Pay Roll. Since the market has change a lot I have been responsable to downsize the company with 40% in a very short amount of time. That task demanded excellent knowledge in labour law & negotiation skills. The down sizing project was successfully finalized on budget and on time. During my time in Solkompaniet I have among others initiated actions to raise the level of the area of Health and safety at the workplace, such as annually investigation, implemented KPI:s in business review, Targets & goals to follow up, follow up routines of accidents & incidents, mmt learning programs etc I am also responsable to continiously develop the ways of working, implement HR processes and I always try to digitalize processes to facilitate and help the organisation to work in an efficient way.I have also develop the cooperation with the local unions & the safety officers wich has facilitated the the downsizing and negotiations a lot. I have initiated a job grading process to be able to compare jobs & set a salary structure and a job architecture. I have initiated the salary review process to be able to be compliant to the EU directive of salary transparency in 2026. I work close to the Mmt team and I like to be both the strategic and tactical partner in dialogues to develop the company. I like to challenge both my self and others and I use coaching as a dialogues to make my team members and mmt team to develop their own thoughts and skills.In this position I work closely to Marked & Communication and we have started a program together to enhance the communication with the candidate marked to drive the employer branding strategy and when the time is there to recruit again - Solkompaniet will be top of mind to candidates.

In my current role I was responsable for a team of 18 stars & the delivery from Talent Acqusition, HR-business support, Learning & Development & Pay Role/Analytics/HRIT. My main focus was to make a Digital Transformation from candidate experience to people processes and system implementation. By implementing AI into the recruitment process we could save half the amount of time in the recruitment process and also raised the level of candidate experience from 4 to 25 (cNPS). Thanks to that I also could ensure the company hade the best suited candidates at a minimum of time. During my time in Hemfrid I was responsable for the exchange of the new salary system process. från start to implementation. I learned a lot and especially how important the analysis phase is to make the right decisions and in the end have the right system for the company. I was also responsible for the development of the leadership philosophy, platform & training. Even in this area I was responsable for the exchange of the new LMS system (Learning management system).

In this role I am responsible for the delivery of the Nordic HRBP organization. We are first point of contact for the line management when it comes to support in recruitment, labour law, rehabilitation, talent management, team development, health and safety etc. I manage a distributed group of 7 HRBP in the Nordic Countries. My way to succeed in this role is to involve and empower my team members and to create the best conditions for dialog and teamwork across national boarders.

In this role I am responsable for the over all strategic recruitment & talent acquisition process. From process development, signing & following up on recruitment suppliers, developing the recruiting system Jobylon, management recruitment from requirement profile to conducting recruitment test. I give train managers to development their I am certified in DISC and TalenqQ which I use both in the recruitment process and in team developing activities and for personal coaching.I initiated an employer branding project to attract, engage & develop employees. In that project I drive workshops with managers & employees to develop the EVP & career paths.I also was involved in the Diversity and Inclusion planning.Additional to this I was acting HRBP for the business coaching in HR-processes such as organizational questions, employee survey, labor law situations, salary reviews, rehab etc.

In this role I was over all responsible for implementing the HR processes, HR Processes and HR Support within the Swedish part of HERO group. The business was a start up and only 2 years old when I joined. I was responsable for establishing good work-environment processes. Management training: Labour lag, environmental legislation and systematik work, core values. establish a solid system for time- and salaryreport, pensions etcDownsizing the business - negotiations RecuitmentsSupport of management team Organizational changes Support business growth through HR focus and brand.

Recruitment of staff & executive managers:Assessments and personality tests, interviews Project management:Planning, budget, allocating resources, manage and follow up on project plan, report to management groupThe Retention project – analyse the underlying reasons for high retention among site managers. The sustainabilty project - currentThe Core Value program – focus on how to keep a constant high standard in ethical behavior. I manage a group of allocated resources to facilitate the local value work through training and material.HR-processes:Develop policies, standards and best practice, communicate instructions to management teamDifferent types of abour law negotiations:Downsizing the business Reorganise the businessTerminate employments, make agreements"Inrangeringsförhandlingar"I handle three different collective agreements (Bransch E vård och omsorg, Friskola, Bemanning)Acqusitions: Involved in the Due Diligense process to secure a correct legal basis from a labour legislation perspective. Involved in onboarding process to make the new company become a part of our culture, core values and best practices.Training:Analyse training needs, develop new training programs, design training modules, plan and lead training programs/sessions, both young potentials and management team membersManagement training sessions in labour law (LAS, MBL, Rehabilitation, work environment)Daily management coaching:The site management team is young and inexperienced. Consultation in HR items and labour law. Member of two management teams:Monthly meetings with strategic focus and training modulesEmployee surveys:Create and analyse in dialog with manager in case of a work environment problemQuarterly employee survey to measure well-being among the employees and managers Analysis, interventions, follow up on focus sites

Recall (part of the Brambles group) is the leading global provider of digital and physical informationWorking language; English and SwedishManaged a HR-team of two persons Payroll and HR-generalistMember of the European HR-teamReported to CEO Sweden and FinlandImplemented a performance management program: Linked strategic goals to measurable personal goals, internal communication, training employees and managers Recruitment:Specialists & staff personnel (sales, controlling, managers)Daily management coaching:Labour law related questionsWork environment related questionsManaged procurement process of:Management training program to start a systematic work environment program (Systematiskt arbetsmiljöarbete)Outsourcing payrollOccupational health service HR policies, standards and best practice:Managed the creation of a “handbook” for managers based on the ISO standards for:• Recruitment• Introduction• Competence development• Rehabilitation

Skanska Sweden AB Skanska is a world leading project development and construction groupManaged training program - “De 3 första åren”Target group: Young engineers, 200 persons /yearLength; 3 years3-5 groups of students of different levels were constantly within the program Planning, procurement of lectures, follow up on results, report to management teamManaged training program - "Produktionschefsprogrammet"Target group: experiences site managers, 300 persons /yearLength; one year4 groups of students of different levels were constantly within the program Planning, procurement of lectures, follow up on results, report to management teamProject management:Health projectTarget group; staff 50 personsObjective; to improve knowledge and awareness of the impact of lifestyle and good health on work quality Trustee – "business network for women in Skanska" (AKS)A business network for women within the companyTarget group; female engineersObjective; to make Skanska an attractive employer to women, facilitate network and enhance the brand

Working language (written); NorwegianEvaluated training programs through observation, interviews, surveysProject management:Develop the intranetAnalysis:Analysed how to facilitate the daily work of site managers

Recruitment• Target group; white collar workers (mättekniker, project engineers, calculators)• Needs analysis• Creating adverts • Interviews • Referee takingDaily management coaching• Labour legislation related questions• Coaching i rehabilitation, alcohol and drug problemsEquality• Survey and analysis• Making strategic plan for equal treatment • Held training sessions in equality legislationReduction• Closed down one business (Stabilator)• My focus was to find all the redundant new employments in the concern which I managed to do Employee survey• Analysis• Interventions• Follow up on managers