Interim Vice President
Location: Solna, Stockholm, SwedenStart Date: 1st December 2026
End Date: 31st December 2027
Work Style: Hybrid, Full-time (40 hours per week)
Role Purpose
Serve as the interim group-wide leader for Talent & Learning during a parental-leave assignment. Ensure the organisation has the capabilities, capacity, and leadership required to deliver its current and future strategic ambitions. Provide strategic direction and coherence across talent, learning, leadership development, recruitment, and external workforce management. Translate business needs into clear capability priorities while supporting the continued evolution of a relevant, efficient, and value-adding People & Culture function.
Key Responsibilities
- Contribute as a value-adding member of the People & Culture Management Team, setting direction, prioritising the people agenda, and role-modelling shared ownership.
- Enable end-to-end delivery of the people strategy through high-level strategic thinking, leadership, and shared ownership.
- Define and drive coherent group-wide strategies for talent, learning, leadership development, recruitment, and external workforce management.
- Partner with senior leaders, Business Areas, and central functions to translate strategic priorities into clear people direction and frameworks.
- Drive digitalisation and AI enablement across workforce, talent, and learning domains to improve effectiveness, consistency, and experience.
- Create alignment across complex stakeholder environments and resolve competing priorities at group level.
- Support business transformation and long-term organisational effectiveness through strategic workforce and capability leadership.
Tasks
- Assess current and future capability, capacity, and leadership needs with senior business stakeholders.
- Set priorities and governance across talent acquisition, learning, leadership development, and external workforce management.
- Coordinate international stakeholder discussions, strategic choices, dependencies, and decisions.
- Guide leaders in creating strong teams and aligning people priorities with business requirements.
- Identify and sponsor digital and AI opportunities across workforce, talent, and learning processes.
- Monitor strategic initiatives, challenge inconsistencies, and address competing priorities.
- Prepare executive insights and decision material while maintaining alignment across Business Areas, Staff Functions, and People & Culture leadership.
Deliverables
- Group-wide strategic direction and frameworks for talent, learning, leadership development, recruitment, and external workforce management.
- Defined capability and workforce priorities aligned with current and future business needs.
- A coherent portfolio and roadmap for strategic talent and learning initiatives.
- Executive recommendations, decision material, and a strategic digitalisation and AI roadmap.
Authority / Accountability
- Hold group-wide accountability for capability, capacity, and leadership priorities within the Talent & Learning remit.
- Set strategic direction and priorities across the relevant people domains.
- Act as a senior People & Culture Management Team member and influence executive stakeholders across the organisation.
- Safeguard strategic coherence and escalate material risks, conflicts, or decisions requiring executive direction.
Requirements
- Senior executive leader able to operate effectively at N1 level in a complex, matrix-driven organisation.
- Demonstrable experience leading international, complex, and group-wide topics involving senior stakeholder environments.
- Relevant leadership experience across talent acquisition, learning, and leadership development.
- Strong operative-business experience and business acumen, with the ability to convert strategic priorities into impactful people initiatives.
- Sound judgement and confidence navigating ambiguity and competing priorities at group level.
- Collaborative and influential leadership style, with the ability to connect Business Areas and Staff Functions.
- Strong leadership track record within a large and complex organisation.
- Excellent written and spoken English; fluency in Swedish, German, or Dutch is advantageous.
Working Conditions
- Parental-leave replacement from 1st December 2026 to 31st December 2027.
- The role operates across international, group-wide stakeholders in a complex matrix environment.