Microsoft Senior HR Business Partner Nordics 

Sweden, Stockholm 

287884832

As a Senior HR Business Partner for the Nordic region, you will be at the forefront of’talent management, ensuring we attract and retain the best in the field, and manageperformance systems

This is a new opportunity; and one where you will be empowered to accelerate your career growth,hone your strategic HR skills in a fast paced and rewarding culture where you will see your impact first hand. You will be seeking a job move that will satisfy your future career trajectory.

The position is based in Stockholm, Sweden.

Required/Minimum Qualifications

• Significant experience with Human Resources processes or related (e.g., hiring, training, performance management)
  • OR Bachelor's Degree in Human Resources, Business, or related field AND experience with Human Resources or related processes (e.g., hiring, training, performance management).
• A depth of experience with pure Human Resources business partnering, including Organisational Development, Change Management and Talent Management. (Other elements of HR are managed via the wider HR operating model)
• You will have demonstrated experience in a HR leadership position (Head of HR, HR Director or equivalent)

Additional or Preferred Qualifications

• HR Skills: A strong understanding of various HR functions, including talent management, performance management, and employee relations
• Business Acumen: The ability to align HR strategies with business goals and understand the impact of HR on the overall business
• Legal Knowledge: A good understanding of employment law and labor regulations is crucial for ensuring compliance and advising leadership effectively
• A background from Employee Relations / Labor Relations mixed with more recent experience in Organisation Development.
• Proficiency in written, reading, and conversational Swedish and English

Leadership

• Assesses data, interprets information, and presents insights and recommendations on leadership and team effectiveness and performance. Coaches leaders to facilitate organizational change and model an inclusive environment. Facilitates discussions with leader or leadership team to develop next steps. Assembles and provides summary status updates and guidance for senior level leadership. Conducts one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps.
• Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives and cultural transformation for a business group. Utilizes various strategies and resources to influence leaders to invest in change management. Facilitates the leadership capability planning for an organization, client, or geography.
• Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers. Becomes involved with business strategy early and proactively to provide consultation and influence. Assesses risks and benefits to ensure project feasibility, and collaborates with business leaders or HR partners to develop effective change-management strategies and training materials.
• Translates business strategies into people and organizational priorities. Partners with the business leadership teams and HR partners in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or geography.
• Identifies needs for interventions to drive clarity and address gaps in strategy execution. Partners with experts (e.g., subject matter experts [SMEs], Centers of Excellence) to evaluate the effectiveness of the business strategy, model, and organizational structure to achieve business outcomes. Identifies gaps in the execution of business strategies and guides business leadership on clarifying and executing business strategies for an assigned client, organization, or geography.

Organizational System

• Identifies the need for change and executes the implementation and adaptation to structural or ownership/responsibility changes. Develops complex and/or impactful interventions, including re-organization and clarifying accountabilities, responsibilities, and decision rights. Contributes to developing change management and communication plans in collaboration with the Communications team and business leaders.
• Independently leverages employee listening systems and signals to gain a deep understanding of the current organizational culture, analyzing its strengths, weaknesses, and areas for improvement. Utilizes advanced knowledge and expertise to identify strategic opportunities and drive cultural change initiatives, ensuring seamless integration into organizational change plans that support the organizational strategy. Ensures the seamless integration of these initiatives into organizational change plans. Collaborates closely with leaders to guide them through complex projects/initiatives, leveraging advanced solutions to align culture with business objectives. Integrates culture ideals throughout key HR processes such as Talent Planning, Talent Management, and Leadership Development, applying advanced strategies and concepts to influence organizational culture and drive sustainable outcomes.
• Works with business leaders to interpret business needs and define people priorities. Contributes to the design and/or integration of the holistic people plan (e.g., talent, structure, culture, process) for an assigned organization. Leads the execution of communication plan to inform business stakeholders of internal change. Partners with business to monitor, execute, and continue to evolve and inform the design.
• Partners and consults with other areas of HR (e.g., Centers of Excellence, HRBP Partners) and the business to leverage the systems model in areas such as diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on insights from various forms of information (e.g., data, stakeholder conversations, judgement). Assesses, interprets, and presents findings from employee listening systems on organizational effectiveness, and designs and implements assessments or solutions for an organization.
• Analyzes and interprets key people data (e.g., attrition, movement, polls, compensation patterns), to identify talent needs, and risks. Identifies trends/themes, communicates findings with the business, and provides recommendations to senior leadership about organizational strategies, goals, and actions. Uses knowledge of the business to frame data in a meaningful way when making recommendations. Translates data into action and leads the implementation of data-supported plans.

Talent

• Executes the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) in alignment with business leaders. Identifies, and facilitates discussions with business leaders to address gaps in current people plan, people programs, and tools to develop critical skills and meet current and future business needs. Identifies the necessary adjustments for individual clients based on needs.
• Partners with Talent Management to translate business priorities into talent management outcomes. Identifies talent strengths and needs through ongoing assessment of business needs. Designs approaches to help business leaders make decisions to internally develop talent or recruit talent externally and assess impact of the decisions.
• Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends), and budgets. Develops proactive and reactive retention strategy at large in partnership with key partners using monetary and non-monetary levers.
• Partners with Diversity and Inclusion in developing the diversity and inclusion plan in collaboration with the assigned client, organization, or geography. Contributes to expanding the workforce diversity of the client’s organization and building inclusive leadership practices. Partners with Talent Management and Global Talent Acquisition to align on the diversity and inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization.
• Drives succession plan with business leaders, in partnership with Talent Managers or independently, by identifying potential successors using business insights and data. Drives assessment of readiness of talent and works with others (e.g., managers, Global Talent Acquisition [GTA]) to ready successors and place them in the new role. Identifies readiness gaps, and works in partnership with the HR system to close gaps and create readiness for next role. Creates skilling plans to address development gaps to increase readiness of successors for key roles in collaboration with business. Assesses risks in readiness plans, including the availability of roles for candidates ready for increased responsibility. Creates readiness with HR partners in order to get successors ready for the next role.
• Drives strategic talent planning through deep understanding current and future business needs to develop and grow the talent pool. Uses knowledge of business to anticipate and meet talent needs. Leverages deep understanding of the organizational and people plans to ensure talent is aligned. Partners with business leaders, Talent Management, and HR leaders to create and execute a plan to develop talent. Utilizes resources for talent development (e.g., Learning & Development, coaching, mentoring).
• Drives the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs.