People and Culture Manager

One of Nordic Investin’s partner companies is looking for a People and Culture Manager, with Nordic Investin leading the recruitment process. You can create a strong employee experience without losing sight of performance, accountability and the everyday systems that make culture believable.

The partner is building a more coherent people function in a growing organisation. You will lead core HR priorities, develop managers and turn cultural ambitions into concrete practices across recruitment, onboarding, performance, development and communication.

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.

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.

• Own the people roadmap and translate it into measurable priorities.

• Coach leaders on team effectiveness and performance.

• Improve recruitment, onboarding and employee development.

• Strengthen engagement listening and action planning.

• Ensure policies and employee processes are clear and compliant.

• Build an inclusive culture through consistent leadership practice.

• Broad people management or HR leadership experience.

• Strong manager coaching and change capability.

• Experience creating scalable people processes.

• Understanding of employment practice and employee relations.

• Ability to combine empathy with clear performance expectations.

• Professional English and persuasive communication.

• Experience in a scale up or rapidly changing organisation.

• Employer brand and internal communication.

• HR technology implementation.

You may come from a modern people function, a generalist HR background or business partnering with broader programme ownership. The partner is looking for substance behind the culture language: clear decisions, useful routines and leaders who understand what is expected.

This is a role with room to build, simplify and influence. You will shape how people join, develop and lead while helping the organisation preserve what works as it grows.

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.

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.

Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.