As the Global Head of People Partnering for our Product+ teams at Wolt, I lead our people strategy from concept to execution, transforming ideas from Google Docs into impactful strategies. My role is about building executive presence for my team and guiding our team leads while always making time for each team member. I’m dedicated to helping drive a truly innovative and world-class engineering and product organization that constantly redefines what excellence looks like. My team is the enabler that makes this possible by supporting leaders at all levels, ensuring the best employee experience, and maintaining a high bar for talent.Main Responsibilities:Lead the Product+ HRBP Team: Set clear goals and plans to empower our people and foster their growth.People Leadership Team Member: Collaborate with leadership to shape and drive the people strategy.Drive & Facilitate People Strategy: Work closely with key stakeholders to align and implement our people strategy across the organization.Employee Engagement & Retention: Develop and execute strategies to enhance employee engagement and retention within our engineering, Product Management, Design, and Analytics teams globally.This role is about leading with purpose, staying connected with every level of the organization, and ensuring that Wolt remains a leader in innovation and employee excellence.

In this role, I led the creation and implementation of a new performance rating scale for Wolt, transforming a concept from a Google document into an enterprise-level solution for approximately 4,000 employees across 30 countries. This project required in-depth strategic documentation and design work, as well as building a strong executive presence to translate leadership vision into a motivating and inspiring talent management system. The goal was to raise the bar for performance while ensuring simplicity and clarity across our diverse global workforce.Key responsibilities included:- Performance Rating Scale Design: Developed and implemented a new performance rating scale that aligned with Wolt's strategic goals and executive passion, ensuring it was easy to understand and motivating for employees across different cultures and regions.- Strategic Leadership: Engaged closely with senior executives to align the talent management design with the company’s vision, driving change and ensuring the system was embraced at all levels.- Global Implementation: Successfully rolled out the new performance rating system through Wolt's talent cycles, impacting approximately 4,000 employees globally.- Talent Programs: Designed and delivered smaller, impactful talent programs in partnership with global HRBP teams and senior executives, ensuring alignment with broader organizational goals.- Complex Project Management: Led complex projects with tight timelines, demonstrating intelligent communication planning, agility in problem-solving, and the ability to pivot quickly when needed.This role demanded a deep understanding of global, complex enterprise-level projects and the ability to drive change in talent management designs across a diverse and rapidly growing organization.

As the Director of People & Culture in Helsinki and HR Business Partner for C-suite leaders in product creation at Utopia, I oversee HR operations for 300 employees, including 40 managers in engineering, data, and product. Utopia, a startup that expanded rapidly from 150 to around 1,000 employees globally in 2022, presents a dynamic environment where I balance daily employment lifecycle management with complex global initiatives and strategic business partnering.Key Responsibilities:- Establishing employment lifecycle processes and compliance structures for Utopia Finland, which launched in January 2022.- Developing HR data insights, reports, and dashboards to support growth and identify key areas for improvement.- Designing talent development frameworks and training programs for managers and employees.- Serving as a strategic HR partner to the C-suite and managers, implementing performance management practices such as career frameworks and workforce planning.- Leading global projects, including the creation of a global mobility model, promotion model, and performance management model.- Designing and implementing new compensation tools and philosophies, and helping to establish Centers of Excellence within the company.- Collaborating with the CHRO to design the HR business partnering model.Utopia's mission, "fair pay for every play," drives its use of real-time technology and data to ensure correct royalties for all music creators.

At Unity we are all about democratizing game development. My role is to make it easy to work at Unity for everyone, every day. I have passion for empowering diverse Leadership in the tech industry, creating a more inclusive culture and help people to work at Unity, every day. I aim to share that passion in helping our amazing Leadership talent to solve problems they might have or coach them to grow more and success even more together with their organisations. I am a certified business coach and a thought leader in the HR space. 4/2018 - 3/2020 Sr HRBP, Unity EMEA regionFirst two years as an Sr HRBP at unity I worked in a regional (EMEA) HR team and supported business leaders and employees more based in EMEA. 3/2020 Sr HRBP, Global HR function We transformed the HR organisation globally to support business functions, not locations. I am focused on the strategic HRBP role partnering with business leaders globally. I work as a strategic business coach with tech / engineering leaders and help them grow global, remote teams with exceptional culture.My job in daily basis? Coaching and communicating. And I love every bit of it. Here’s a few things that go trough my desk frequently:-Clarify goals, set and execute Unity global HR strategy and processes for my business units based in Helsinki, San Francisco, Canada and the UK-Support and coach our people leaders in all that goes with that role – exchange views is invaluable-Strategic partner for VP-level directors at Unity on talent management / L&D / Organisational Design and performance management-Succession planning-Organisational design-Compensation planning-Driving strategic global projects successfully in my organisations ( engagement surveys, re-organisations, designing new job architectures)Unity is the creator of the world’s most widely-used real-time 3D (RT3D) development platform, giving content creators around the world the tools to create rich, interactive 2D, 3D, VR and AR experiences.

Talent aqcuisition lead / HR Manager / HRD / Company Culture / Change management / Recruitment / CommunicationResponsibilities:-overall responsibility of all HR functions in HiQ Finland Oy-Leading the HiQ culture and ensuring that HiQ is a good place to work everyday for everyone

Ovenia Group is the leading real estate management company in Finland. Today our customers rely on us to manage over 10 million sqare meters of real estate including 14 shopping malls ( Jumbo and Sello the biggest in Finland ) and more than 6000 offices and business buildings and 72000 homes in Finland. We are the first operator to achieve the ISO 9001 and ISO 14001 certificates and we have more than 600 professionals. For more information visit www.ovenia.fiResponsibilities:overall responsibility of all HR functions in Ovenia Groupm reporting to the CEO manager of the HR team (3 subordinates)

HRD Manager at Securitas Oy.Responsibilities:- overall responsibility of training and coaching services ( management and leaders)-Managing the apprenticeship training process at Securitas -employee welfare at work - manager of the Securitas model ( this role consists of training and coaching managers to use the model effectively and also follow-up of the model and yearly reporting of sickness procent and close co-operation with our pension insurance company)-Managing the employee survey process at Securitas (3000 employees). In addition to these responsibilities a lot of ad hoc - training and local HR projects

I worked in a business division (south area) and my role was operational HR and recruitment. I was responsible for a small team of rota planners and the rota planning in the business area. I was also responsible for recruitment, onboarding, and HRD projects in the area. In this position I interpred employment law and the collective labour agreement in private security business.

As a recruitment specialist at Assidu i was responsible for recruitment processes independently. I had a provision based salary that was linked to my monthly billing. At Assidu I managed around 10 recruitment processes per month from the planning to recruitment. I did mostly recruitment for the financial sector and sales and customer service.

I worked as a researcher in headhunting projects. I also assisted the consultans in interviewing the candidates. Talentor is specialised in high level professional headhunting so the role of a researcher was very important. I searched potential candidates and made the first contact to them and booked them to the interviews. I also did some b2b sales by contacting prospect companies.

I have worked as an freelance teacher for Valmennuskeskus for two years now. I've worked as a teacher for the coaching class of international relations two times. The course takes about 6 weeks in the spring.

I worked as an assistant at the department for European Affairs for the time Finland hold the chair of European Council on 1.6.2006-31.12.2006.

MER-yhtiöt is my family's business and I am a shareholder in the company. During my student years (2001-2004) I worked there part time.