On behalf of a partner company, Nordic Investin is looking for a Head of Talent and People Development. You want to build a talent system leaders actually use when making appointments, succession decisions and capability investments.
The partner is bringing talent, leadership and learning priorities into one coherent agenda. You will define the approach, lead critical programmes and help senior leaders make sharper decisions about capability, succession and development across the organisation.
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 workYou 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.
This is a leadership role with responsibility for direction, governance and the capability of others. You will create enough structure for teams to move independently while stepping into detail when risk or ambiguity demands it. The partner wants visible ownership without unnecessary hierarchy.
What you will doSet strategy for talent, succession and leadership development.
Lead enterprise talent reviews and critical role planning.
Build practical leadership and specialist development pathways.
Create governance for assessment, mobility and development investment.
Partner with executives on succession risk and capability gaps.
Measure programme impact and improve the portfolio over time.
Extensive talent management or people development experience.
Evidence of designing organisation wide frameworks.
Strong executive facilitation and influencing skills.
Ability to connect capability decisions with business strategy.
Experience leading programmes, partners or a small team.
Professional English and clear board level communication.
Assessment methodology and executive development.
International mobility or global talent processes.
Organisation design or strategic workforce planning.
You may have developed through learning, talent, HR business partnering or consulting. The successful leader will combine conceptual strength with the discipline to simplify, implement and retire programmes that do not change decisions or behaviour.
What makes the opportunity interestingThis role offers a genuine platform to shape leadership depth and future capability. You will work with visible sponsorship and questions that matter to the organisation well beyond the next annual cycle.
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 conversationDuring 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.
How to applyApply 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.
