Senior Human Resources Business Partner

Assignment Description: We are now looking for a Senior HR Business Partner. Description: HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) A Senior Professional (P3) applies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects / processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex. Purpose of the Role: The Senior HR Business Partner serves as a trusted advisor to managers and employees, providing strategic and operational HR support across the employee lifecycle. The role has a particular focus on employee relations, organizational effectiveness, labor law compliance, change management, and daily HR business partnering. The Senior HRBP works closely with leaders to ensure consistent application of HR policies, support business objectives, and foster a positive employee experience. Tasks and Responsibilities:

• Employee Relations & Labor Law Lead and support complex employee relations cases.
• Advise managers on performance management, misconduct, disciplinary actions, grievances, rehabilitation, and attendance matters.
• Ensure compliance with Swedish labor law, collective bargaining agreements, and company policies.
• Support and participate in union consultations and negotiations when required.
• Assess risks and recommend appropriate actions in sensitive employee matters.

HR Business Partnering:

• Act as the primary HR contact for assigned business areas.
• Coach and support managers in leadership, people management, and organizational matters.
• Provide guidance on employee lifecycle processes, including recruitment, onboarding, development, mobility, and offboarding.
• Support workforce planning and organizational design initiatives.
• Drive consistency and quality in HR practices.

Organizational Change & Business Support:

• Support reorganizations, workforce transitions, and change initiatives.
• Conduct impact assessments and advise leaders on people-related implications.
• Facilitate communication and change management activities.
• Support succession planning and talent management processes.

HR Processes & Operations:

• Ensure effective implementation of HR policies, processes, and programs.
• Analyze workforce data and provide insights to leaders.
• Support annual HR cycles such as performance management, salary reviews, talent reviews, and engagement activities.
• Collaborate with HR Centers of Excellence and shared service teams.

Background and Experience:

• Bachelor's degree in Human Resources, Business Administration, Law, Psychology, or related field.
• Master's degree is considered an advantage.
• Minimum 7-10 years of progressive HR experience.
• Significant experience as an HR Business Partner in a complex organization.
• Strong experience managing employee relations and labor law matters.
• Experience working closely with senior leaders and managers.
• Proven track record in organizational change and transformation initiatives.
• The consultant must be located in Sweden

Knowledge and Skills:

• Strong understanding of Swedish labor law and employee relations.
• Solid business acumen and ability to translate business needs into HR actions.
• Excellent stakeholder management and influencing skills.
• Ability to handle sensitive and confidential matters with professionalism and sound judgment.
• Strong communication and conflict resolution skills.
• Fluent in Swedish and English, both written and spoken.