HR Director Ayvens Sweden

At Ayvens, progress starts with you.

Our ambitions to shape the future of sustainable mobility are powered by our talent. Join us, and get better with every move.

Objective of the role:

Contributes to the development of local HR function in line with long-term local business plan and global HR strategy.
This profile is applicable for the Medium / Large Countries (according to the country scoping).

Areas of responsability:

The HR Director is part of the Country Management Team. The objectives of the job are threefold:

• Development maintenance of HR-related processes and policies that support the organisation.
• Implementation and strengthening of:
• an employee-oriented, high-performance culture that emphasizes empowerment, quality, and productivity
• an attractive employer brand on the local market.

• Management office-related services/facility management.

The HR Director is part of the Country Management Team. The objectives of the job are threefold:

• Development maintenance of HR-related processes and policies that support the organisation.
• Implementation and strengthening of:
• an employee-oriented, high-performance culture that emphasizes empowerment, quality, and productivity
• an attractive employer brand on the local market.

• Management office-related services/facility management.

Areas of responsibilities (What)Recruiting and staffing

• Provides the framework for job analysis/job design, staff forecasting and budgeting and delivers required data to finance.
• Establishes and leads the standard recruiting, hiring, internal mobility and off-boarding practices and procedures – with clear responsibilities for line management - necessary to recruit and hire a superior workforce.
• Process owner for the recruiting process, managing the recruiting budget.

Talent Management - Training and Development

• Conducts an (annual) Training and Development needs assessment with special attention given to talents, with line management providing inputs for future skills and competences needed.
• Establishes an in-house employee training system that addresses company training needs including new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
• Coordinates all Human Resources training programs and assigns the responsibility of Human Resources and line managers within those programs – line management primarily responsible for functional/technical skills assessment and development.
• In close cooperation with Headquarters leads the implementation of the performance management system that includes performance development plans and employee development programs.
• Assists with the development of and monitors the spending of the training budget. Maintains employee training records.
• In alignment with Headquarters develops and manages the talent identification and career management process.

Compensation and Benefits

• In alignment with Headquarters establishes the company job grade structure, pay policies, and oversees the variable pay systems within the company including bonuses and salary merit increases.
• Leads competitive market research on compensation to establish pay practices and pay bands that help to recruit and retain superior staff; participation in at least one salary survey every one to two years.
• Monitors all pay practices and systems for effectiveness and cost containment.
• Monitors best practices in benefits through research and up-to-date information on available products.
• With the assistance of the Head of Finance, obtains cost-effective, employee benefits, monitors options and cost savings.
• Recommends changes in benefits offered, especially new benefits aimed at employee engagement and retention.

Human Resources Information Systems (HRIS)

• In alignment with Headquarters manages the use and local maintenance of HRIS and other local systems, providing information for the employee intranet, wikis, newsletters, and so forth.
• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet other needs of the organisation.

Organisation Development and Change Management

• Identifies, establishes, and monitors the organisation's culture so that it supports the attainment of the company's goals and promotes employee engagement.
• Directs and manages processes and tasks for organisation development that addresses issues like workforce development, key employee retention, organisation design, and change management.
• Manages – in cooperation and alignment with Marketing and Communications - employee communication and feedback through employee engagement surveys, newsletters, employee focus groups, one-on-one meetings, and intranet use.
• Keeps the Country MD and the executive team informed of significant problems that jeopardise the achievement of company goals, and those that are not being addressed adequately at the line management level.

Administration and Employment Law

• Responsible for documentation and filing of all staff related data.
• Responsible for payroll and managing related tax and social security topics as well as providing HR data necessary for internal processes (e.g. budgeting, reporting, year-end-closing)
• Leads company compliance with all existing labour law provisions (e.g. health and safety) and legal reporting requirements. Maintains minimal company exposure to lawsuits. Together with Legal Department minimizes risk.
• Reception and Facility Management
• Manages the reception to assure a professional and friendly welcome to guests, visitors, callers.
• Responsible for facility management (stationary, mail etc)

Competencies (How)Expertise

• Strong knowledge of HR functions, practices and business units and emerging people and culture trends.
• Strong expertise in the functions and business units supported
• Ground-breaking methods to think beyond existing solutions.
• In-depth knowledge of how own area of responsibility integrates with other businesses across NewCo and how NewCo differentiates itself from competitors
• Strategic and organisational design
• Local regulations knowledge

Languages

• Swedish (fluent)
• English (fluent)

IT Applications

• MS-Office (must)
• Familiar with Human Resources Information Systems (Workday is a plus)

Competencies

Hard skillsHR Strategy, Business Partnership & Organisational Insight: Translates the global HR strategy and local business priorities into a clear country people agenda. Acts as a strategic partner to the Country MD and Management Team, using organisational and workforce insights to shape decisions and enable sustainable business performance.

Workforce Planning, Talent & Organisation Management: Leads workforce planning, talent acquisition, succession, performance, learning and organisational development across the country. Anticipates capability needs, builds a strong leadership and talent pipeline, and aligns organisation design and people capacity with business requirements.

Change Leadership, Culture & Employee Engagement: Leads the people aspects of business and organisational change, engaging the Country Management Team, employees, employee representatives and Group HR stakeholders. Strengthens an inclusive, high-performance culture and ensures effective communication, adoption and employee engagement.

Employment Law, Employee Relations & HR Risk: Demonstrates strong knowledge of local labour law, employee relations, health and safety, social dialogue and regulatory requirements. Manages sensitive employee matters with sound judgement and ensures appropriate HR governance, compliance, conduct and risk mitigation.

Reward, Payroll, HR Operations & People Data: Oversees compensation and benefits, payroll governance, HR policies, HR service delivery, HR systems and people data. Uses workforce analytics and digital solutions to improve decision-making, employee experience, process efficiency, data quality and cost effectiveness.

Soft skills

• Leadership and Vision: Demonstrates the ability to guide and inspire, with a clear strategic vision for the organization. Has the capacity to engage teams.
• Communication and Influence: Effectively communicates ideas, actively listens, and persuasively influences others both within and outside of the organization.
• Adaptability and Problem-Solving: Quick to understands situations, identify problems and craft solutions. Adapts to change with agility and overcomes obstacles with innovative solutions.
• Diversity, Equity & Inclusion: Actively fosters an inclusive environment, values diverse perspectives, and promotes the creation of diverse teams. Encourages and facilitates people to speak up.
• Emotional and relational intelligence: Capacity to understand the situation, the context and influence it.

Cultural alignment

• Collaboration: Embraces teamwork, actively shares knowledge, and incorporates feedback to benefit all stakeholders. Is able to both give and receive feedback constructively.
• Curiosity: Questions the norm, seeks out learning opportunities, strives to get better with every move.
• Authenticity: Fosters a respectful and inclusive work environment, promotes transparency, and leverages diversity for innovation.
• Commitment: Upholds agreements with integrity, demonstrating reliability to colleagues, customers, and partners, even in adversity.
• Conduct: Seen as the role model of Ayvens culture. Proper conduct and total integrity. Understanding of the regulated environment and familiarity with requirements.

Other criteria (these are a plus, however not hard requirements)

• Leasing experience: Experience in the leasing industry or other adjacent industries.
• General management experience: Experience in a general management role with P&L understanding.
• Potential: Has the potential to further develop and take on larger and more senior leadership roles.
• Diversity and complementarity: Brings a higher degree of diversity and/or complementarity to the country MT or the group.
• Local language: Has the ability to communicate in the local language.

Why Ayvens?

With over 3.1 million vehicles managed across more than 40 countries, we provide full-service leasing, flexible subscription services, fleet management services and multi-mobility solutions to customers of all sizes, including large corporates, SMEs, professionals, and private individuals. By leveraging our unique position to lead the way to net zero and further shape the digital transformation of the industry, we are well-positioned to meet the evolving mobility needs of our clients and provide them with the solutions they need to thrive.

At Ayvens, we believe that our success is driven by our commitment to customer satisfaction. Our team is dedicated to delivering innovative solutions and technology-enabled services that help our customers focus on their everyday business. We’re committed to sustainable mobility and have made it a core part of our strategy. In everything we do, we’re guided by the principles of authenticity, curiosity, commitment and collaboration. We aim to foster an organisation that's diverse in people and ideas, where everyone can thrive and be themselves, no matter who they are.

Join us on this exciting journey as we continue to enable the transformation towards large scale adoption of sustainable mobility and provide our customers with the solutions they need to succeed. Follow our page for the latest updates, news, and insights.