Key Responsibilities

HR Partnership

• Deploy global HR strategies, programmes, and processes aligned with business priorities and company culture across multiple countries.


• Act as a trusted partner to local business leaders, providing guidance on people-related decisions.


• Lead and support change management initiatives, ensuring effective communication, adoption, and culturally sensitive implementation.

HR Operations for Finland. Norway and Denmark

• Oversee the delivery of core HR operations, including recruitment, onboarding, offboarding, employment contracts, payroll, HRIS, data integrity, and compliance, ensuring accuracy, efficiency, and alignment with local regulations and internal standards.

Performance Management

• Ensure effective performance management processes, including goal-setting, performance reviews, feedback cycles, and handling underperformance.

Employee Relations

• Manage employee relations matters (including conflict resolution and investigations) in compliance with local legislation and company policies.

Employee Engagement & Culture

• Drive initiatives that enhance employee engagement, wellbeing, and job satisfaction.


• Promote a culture of trust, transparency, inclusion, and continuous improvement.

Talent Acquisition & Talent Management

• Support talent strategies that support regional growth, including attracting, developing, and retaining top talent.


• Build and maintain succession plans, skills matrices, and development pipelines.

Learning & Development

• Identify capability gaps and drive learning initiatives using a blend of internal and external solutions.


• Foster a culture of continuous learning and professional development.

Diversity, Equity & Inclusion

• Champion an inclusive and diverse workplace, ensuring a respectful and values-driven environment where all employees feel empowered and valued.

Project Management

·       Lead and support the HR initiatives and projects rollout across Climate Control.

Critical Competencies for Success

Ideally, degree in HR, Psychology, Business Administration, or a related field (HR certification is a plus).

Strong knowledge of Swedish employment law and familiarity with other employment law required for the geographical scope.

Proven experience in an HR Manager role or Senior HR Operations role in a multinational environment.

Demonstrated ability to support multiple countries and navigate cultural, legal, and business differences.

Experience working with HRIS systems (SuccessFactors preferred).

Strong analytical mindset with the ability to drive data-informed decisions.

Excellent project management and organisational skills, with strong attention to detail.

Excellent interpersonal and communication skills, with the ability to influence and build effective relationships at all levels.

Fluency in English and Swedish required. Additional languages are very welcome (e.g., Danish, Finnish, Norwegian).

High level of integrity, professionalism, and confidentiality.

Flexibility and willingness to travel to regional Sales offices as required.

Health & Safety

The physical demands described within the Key Duties & Responsibilities section of this job description are required to perform the essential functions of this position.  Reasonable accommodations may be made for individuals with disabilities.  Please contact your local HR representative to discuss the specific Work Conditions and Physical Requirements of this role. 

Health, Safety, and Environmental Duties – At IMI we are all personally committed to protecting our people, minimizing our impact to the environment, the communities we operate in and our company. All members of our workforce have the duty to ensure the health, safety and welfare of themselves, others, and the environment. Every employee is expected to follow all HSE operating procedures, also to challenge any observed behaviours or unsafe acts.

Code of Ethics

IMI expects the highest ethical standards in all business dealings — with customers, suppliers, advisors, employees, and authorities — in line with our Code of Conduct.

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