Human Resources Manager

Nordic Investin Group Aktiebolag; Göteborgs kommun; On-site; SEK 700,000 - 1,000,000; Full time

Job summary

Nordic Investin is seeking an HR Manager to lead local people priorities and advise senior leaders across the employee lifecycle. The role balances daily operational demands with capability building, workforce planning and implementing the broader people strategy within a Swedish business context.

You will work closely with business leaders, coaching and challenging as needed while ensuring compliant HR operations and clear, respectful communication.

Qualifications

• Broad HR management experience across the employee lifecycle.
• Strong employee relations and employment law knowledge.
• Evidence of independent manager coaching and development.
• Ability to align people priorities with operational performance.
• Experience leading projects and managing competing demands.
• Professional Swedish and English language skills.

Responsibilities

• Lead delivery of the local people plan.
• Coach managers on organisation, performance and employee relations.
• Drive workforce planning and capability priorities.
• Ensure reliable HR operations, policy application and compliance.
• Partner with specialist HR functions on recruitment, reward and development.
• Use workforce insight to influence business decisions.

Skills

Broad HR management

Employee relations

Employment law knowledge

Coaching managers

Projects & priorities

Swedish & English

Job description

On behalf of a partner company, Nordic Investin is looking for a Human Resources Manager. You want an HR leadership role close enough to the business to see whether the advice works.

The partner needs a commercially grounded HR manager to lead local people priorities and support leaders across the employee lifecycle. You will balance daily operational demands with capability building, workforce planning and consistent implementation of the broader people strategy.

The partner expects HR leadership to stay close to operational reality while shaping longer term capability. Advice should help leaders act, strengthen organisational trust and remain consistent when pressure or competing priorities increase.

How you will work

You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful.

As a manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them.

What you will do

• Lead delivery of the local people plan.

• Coach managers on organisation, performance and employee relations.

• Drive workforce planning and capability priorities.

• Ensure reliable HR operations, policy application and compliance.

• Partner with specialist HR functions on recruitment, reward and development.

• Use workforce insight to influence business decisions.

What you will bring

• Broad HR management or senior HR business partner experience.

• Strong employee relations and employment law knowledge.

• Evidence of independent manager coaching.

• Ability to connect people priorities with operational performance.

• Experience leading projects and managing competing demands.

• Professional Swedish and English.

Experience that would add value

• Line management of HR specialists or administrators.

• Manufacturing, logistics or another operational environment.

• Nordic or international matrix organisation experience.

A background that can succeed here

You may already be an HR manager or a senior HR business partner ready for broader ownership. The role suits someone who can handle a complex case in the morning, challenge a workforce assumption in the afternoon and still protect time for longer term improvement.

What makes the opportunity interesting

You will have a clear mandate, direct access to business leadership and the chance to make HR visible through practical value. The partner wants a trusted leader who can create consistency without becoming remote from employees and managers.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

The recruitment conversation

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.