{"id":31588,"date":"2026-09-30T00:00:00","date_gmt":"2026-09-29T22:00:00","guid":{"rendered":"https:\/\/www.keyman.se\/sv\/uncategorized\/se_hr-business-partners-senior-professional-till-hitachi-energy-sweden-ab-18409-16438\/"},"modified":"2026-09-30T23:30:03","modified_gmt":"2026-09-30T21:30:03","slug":"se_hr-business-partners-senior-professional-till-hitachi-energy-sweden-ab-18409-16438","status":"publish","type":"post","link":"https:\/\/www.keyman.se\/sv\/hr-kompetensforsorjning\/se_hr-business-partners-senior-professional-till-hitachi-energy-sweden-ab-18409-16438\/","title":{"rendered":"SE_HR Business Partners Senior Professional till Hitachi Energy Sweden AB (18409)"},"content":{"rendered":"<table width=\"100%\">\n<tbody>\n<tr>\n<td style=\"text-align: left;\" align=\"left\" valign=\"top\" width=\"20%\"><strong>Roll<\/strong><\/td>\n<td style=\"text-align: left;\" align=\"left\" valign=\"top\" width=\"80%\">HR Business Partner<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Kompetensomr\u00e5de<\/strong><\/td>\n<td style=\"text-align: left;\">HR\/kompetensf\u00f6rs\u00f6rjning<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Startdatum<\/strong><\/td>\n<td style=\"text-align: left;\">2026-11-02<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Slutdatum<\/strong><\/td>\n<td style=\"text-align: left;\">2027-04-30<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Omfattning<\/strong><\/td>\n<td style=\"text-align: left;\">100%<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Ort<\/strong><\/td>\n<td style=\"text-align: left;\">V\u00e4ster\u00e5s<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Land<\/strong><\/td>\n<td style=\"text-align: left;\">Sweden<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Sista svarsdatum<\/strong><\/td>\n<td style=\"text-align: left;\" width=\"312\">2026-10-07\u00a0<em>(Offerter kommer att behandlas l\u00f6pande)<\/em><\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Kontaktperson<\/strong><\/td>\n<td style=\"text-align: left;\">Anette Svensson (<a href=\"mailto:hitachi@keyman.se\">hitachi@keyman.se<\/a> | 073-091 19 23)<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: left;\"><strong>Referensnummer<\/strong><\/td>\n<td style=\"text-align: left;\">#16438<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h5>\u00d6vergripande uppdragsbeskrivning<\/h5>\n<p style=\"padding-left: 30px;\">\n<div>We are now looking for a SE_HR Business Partners Senior Professional to Hitachi Energy Sweden AB in V\u00e4ster\u00e5s.<\/p>\n<p><strong>Description:<br \/><\/strong>HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers &amp; acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management\/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)<\/p>\n<p><strong>A Senior Professional (P3) a<\/strong>pplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects \/ processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.<\/p>\n<p><strong>Additional Hiring Information for Supplier:<br \/><\/strong>The Opportunity:<br \/>This is not a traditional Talent Acquisition role. This is a high\u2011impact, intervention role &#8211; focused on the most critical, ageing, complex, or \u201cstuck\u201d positions across EMEA. As part of a SWAT team, you will be deployed where the need is greatest:<\/div>\n<ul>\n<li>Roles with no pipeline<\/li>\n<li>Positions that have been open too long<\/li>\n<li>Hiring challenges requiring fresh thinking and pace<\/li>\n<\/ul>\n<div>You will not inherit \u201ceasy\u201d roles. You will be brought in to change trajectory. This role is for expert recruiters who see themselves as problem\u2011solvers first and process followers second.<br \/>This role is ideal for recruiters who:<\/div>\n<ul>\n<li>Love sourcing and market hunting<\/li>\n<li>Get energy from turning around difficult searches<\/li>\n<li>Prefer action over process<\/li>\n<li>Are motivated by impact and visibility<\/li>\n<\/ul>\n<div><strong>How You Will Make an Impact:<\/strong><\/div>\n<ul>\n<li>Take ownership of hard\u2011to\u2011fill, ageing, and business\u2011critical roles, often requiring immediate intervention.<\/li>\n<li>Build pipelines from scratch through proactive, targeted sourcing and direct search.<\/li>\n<li>Identify why roles are not moving (pipeline, role clarity, stakeholder alignment, market reality) and actively reset the approach.<\/li>\n<li>Partner with hiring managers and HR to challenge assumptions, recalibrate expectations, and unblock decision\u2011making.<\/li>\n<li>Operate across multiple roles simultaneously, prioritising impact over activity.<\/li>\n<li>Leverage market intelligence to reshape search strategies and unlock previously inaccessible talent pools.<\/li>\n<li>Collaborate closely with sourcing teams to deliver high\u2011quality, ready\u2011to\u2011hire pipelines.<\/li>\n<li>Reduce reliance on agencies by owning and delivering sourcing outcomes internally, aligned with broader TA sourcing priorities.<\/li>\n<li>Drive visible progress on backlog and contribute to improving speed and effectiveness of hiring across the region.<\/li>\n<li>Act as a catalyst for change \u2014 influencing how we approach difficult hiring challenges in the future.<\/li>\n<\/ul>\n<div><strong>Your Background:<\/strong><\/div>\n<ul>\n<li>Strong experience across in agency (search\/headhunting) and in\u2011house environments.<\/li>\n<li>A proven track record of delivering on hard\u2011to\u2011fill or business\u2011critical roles, not just standard hiring.<\/li>\n<li>A genuine passion for sourcing, headhunting, and building pipelines from zero.<\/li>\n<li>The ability to operate at pace and manage multiple complex roles in parallel<\/li>\n<li>Confidence to engage and challenge stakeholders to unblock stalled processes.<\/li>\n<li>Strong judgement in identifying when the issue is talent inflow vs expectations vs process A resilient, action\u2011oriented mindset.<\/li>\n<li>Experience of hiring within the Energy\/ Power \/ Transmission and Distribution sectors.<\/li>\n<li>Experience of hiring niche Engineering roles.<\/li>\n<li>Strong understanding of EMEA markets, with the ability to adapt sourcing strategies accordingly.<\/li>\n<li>Fluency in English (additional European languages including German, Spanish, French, Italian or Swedish are advantageous)<\/li>\n<\/ul>\n<div><strong>What makes this role different:<\/strong><br \/>You will focus on the roles others struggle to fill.<br \/>You will be measured on movement, impact, and outcomes &#8211; not activity.<br \/>You will operate with pace, autonomy, and visibility.<br \/>You will be part of a team built to change how hiring challenges are solved.<\/p>\n<p><strong>What this role is not:<\/strong><br \/>Not a steady\u2011state, requisition\u2011management role.<br \/>Not suited to recruiters who rely primarily on applicants.<br \/>Not for those who prefer clearly defined, low\u2011ambiguity environments.<\/div>\n<div><\/div>\n<div><strong>EXPLANATION ON LEVELS:<\/strong><br \/>Levels with numbers (1-5): Increasing experience from <strong>1=Very Junior<\/strong> up to<strong> 5=Very Experienced<\/strong><br \/>Levels with letters (A-F): Increasing experience from<strong> F=Very Junior <\/strong>up to<strong> A=Very Experienced<\/strong><br \/>&nbsp;<\/div>\n<\/p>\n<h5>Skallkrav<\/h5>\n<p style=\"padding-left: 30px;\">IMPORTANT Carefully read the full description of the role, requirements and specific qualifications wanted, areas of responsibility, background requested and additional employment information for the supplier to ensure that your set of competencies matches the role.<br \/>\nFluency in both written and spoken English is mandatory.<br \/>\nIMPORTANT Confirm that your offered price is a gross price according to the information below. From this price the fee (4.23%) will be deducted.<br \/>\nAttach only ENGLISH CV in Word format under the Documents tab. PLEASE REMOVE company logos and photos. The CV is an important part of the evaluation of the consultant. It must clearly show that the consultant has the competence and experience required for the current assignment.<br \/>\nProvide consultant&#8217;s Date of Birth in the following format: YYYY &#8211; MM &#8211; DD by writing it in the Comment field after selecting Yes.<br \/>\nProvide consultant&#8217;s Nationality by writing the Nationality\/Country holding Passport, in the Comment field after selecting Yes.<br \/>\nProvide consultant&#8217;s Gender by writing one of the following alternatives; Female \/ Male \/ Prefer not to answer; in the Comment field after selecting Yes.<br \/>\nThe consultant is located in Sweden<br \/>\nA proven track record of delivering on hard\u2011to\u2011fill or business\u2011critical roles, not just standard hiring.<br \/>\nExperience of hiring niche Engineering roles<br \/>\nExperience of hiring within the Energy\/ Power \/ Transmission and Distribution sectors.<br \/>\nStrong experience across in agency (search\/headhunting) and in\u2011house environments.<\/p>\n<h5>B\u00f6rkrav<\/h5>\n<p style=\"padding-left: 30px;\">\n<h5>\u00d6vriga krav<\/h5>\n<p style=\"padding-left: 30px;\">Offer for this assignment must be sent via KeySourcingTool. Replies via email will receive limited feedback.<br \/>\nPlease describe briefly in &#8221;Comments&#8221; for the various requirements how the consultant meets these.<br \/>\nThe supplier hereby confirms that they are aware of feedback on Offers will primarily come via KeySourcingTool on the submitted offer (notification via e-mail from KST).<br \/>\nThe supplier certifies that the company has a consulting and liability insurance that covers this type of assignment according to standards for this line of business.<br \/>\nIn connection with a quote on this assignment, the supplier approves the terms and conditions that apply to the assignment. See text in the request and the attached documents.<br \/>\nThe supplier confirms that the consultant is employed by the supplier company. The supplier may not offer second layer Subcontractors. This is a demand from the end customer.<br \/>\nThe Supplier hereby warrants that all consultants provided within the scope of the Call-off Request, in accordance with the Supplier&#8217;s internal procedures applicable at any given time, have undergone customary and relevant background checks. To the best of the Supplier&#8217;s knowledge, such checks have not revealed any circumstances that would affect the Consultant&#8217;s suitability to perform the assignment<br \/>\nThe Supplier further certifies that all information contained in each consultant&#8217;s curriculum vitae (CV), as well as any other documents provided to the Client, is, to the best of the Supplier&#8217;s knowledge at the time of submission of the tender or call-off, are correct, complete and truthful.<\/p>\n<h5>Personliga egenskaper<\/h5>\n<p style=\"padding-left: 30px;\">\n<h5>\u00d6vrig information<\/h5>\n<p style=\"padding-left: 30px;\">\n<div>Attach only <strong>ENGLISH CV<\/strong> in Word format under the Documents tab in the offer. <strong>PLEASE REMOVE<\/strong> company logos and photos.<\/p>\n<p><strong>PLEASE NOTE: <\/strong>From the offered hourly rate, the contractual fee of 4.23% (MSP 2,13% + KeyMan 2,1%) will be <strong>deducted<\/strong>. <\/p>\n<p>If we end up in a contract the consultant must undergo a drug test before the assignment can start. The consultant then also must have a certificate for SSG-Entr\u00e9 and sign a NDA.<\/p>\n<p>Some remote work <strong>WITHIN SWEDEN<\/strong> may be possible, <strong>but Onsite preferred.<\/strong><\/p>\n<p>For further details and conditions, see the attached documents.<\/p><\/div>\n<\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n\t\t<div data-elementor-type=\"section\" data-elementor-id=\"21413\" class=\"elementor elementor-21413\" data-elementor-post-type=\"elementor_library\">\n\t\t\t<div class=\"elementor-element elementor-element-dbbd2a4 e-flex e-con-boxed e-con e-parent\" data-id=\"dbbd2a4\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-db64379 elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"db64379\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-info-circle\" viewBox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M256 8C119.043 8 8 119.083 8 256c0 136.997 111.043 248 248 248s248-111.003 248-248C504 119.083 392.957 8 256 8zm0 110c23.196 0 42 18.804 42 42s-18.804 42-42 42-42-18.804-42-42 18.804-42 42-42zm56 254c0 6.627-5.373 12-12 12h-88c-6.627 0-12-5.373-12-12v-24c0-6.627 5.373-12 12-12h12v-64h-12c-6.627 0-12-5.373-12-12v-24c0-6.627 5.373-12 12-12h64c6.627 0 12 5.373 12 12v100h12c6.627 0 12 5.373 12 12v24z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">F\u00f6r att kunna offerera p\u00e5 v\u00e5ra uppdrag m\u00e5ste du vara registrerad anv\u00e4ndare i KeySourcingTool och ditt bolag m\u00e5ste \u00e4ven vara aff\u00e4rspartner med KeyMan (kostnadsfritt).<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-8208697 e-flex e-con-boxed e-con e-parent\" data-id=\"8208697\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2f3264f elementor-align-left elementor-widget elementor-widget-button\" data-id=\"2f3264f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/app.keysourcingtool.com\/tender_invite_parts\/13206620\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">OFFERERA P\u00c5 DETTA UPPDRAG VIA KEYSOURCINGTOOL<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5d0885e e-flex e-con-boxed e-con e-parent\" data-id=\"5d0885e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-bb68ae0 elementor-widget elementor-widget-text-editor\" data-id=\"bb68ae0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>(Om du \u00e4r helt ny anv\u00e4ndare och vill registrera dig och ditt bolag i KeySourcingTool &#8211; <a href=\"https:\/\/app.keysourcingtool.com\/users\/sign_up\"><strong>Klicka h\u00e4r<\/strong><\/a>)<\/p><p>(Om ditt bolag redan \u00e4r registrerat i KeySourcingTool men beh\u00f6ver bli aff\u00e4rspartner med KeyMan &#8211; <a href=\"https:\/\/www.keyman.se\/sv\/prenumerera-pa-uppdrag\/\"><strong>Klicka h\u00e4r<\/strong><\/a>)<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<div>We are now looking for a SE_HR Business Partners Senior Professional to Hitachi Energy Sweden AB in V\u00e4ster\u00e5s.<\/p>\n<p><strong>Description:<br \/><\/strong>HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers &amp; acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management\/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)<\/p>\n<p><strong>A Senior Professional (P3) a<\/strong>pplies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects \/ processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.<\/p>\n<p><strong>Additional Hiring Information for Supplier:<br \/><\/strong>The Opportunity:<br \/>This is not a traditional Talent Acquisition role. This is a high\u2011impact, intervention role &#8211; focused on the most critical, ageing, complex, or \u201cstuck\u201d positions across EMEA. As part of a SWAT team, you will be deployed where the need is greatest:<\/div>\n<ul>\n<li>Roles with no pipeline<\/li>\n<li>Positions that have been open too long<\/li>\n<li>Hiring challenges requiring fresh thinking and pace<\/li>\n<\/ul>\n<div>You will not inherit \u201ceasy\u201d roles. You will be brought in to change trajectory. This role is for expert recruiters who see themselves as problem\u2011solvers first and process followers second.<br \/>This role is ideal for recruiters who:<\/div>\n<ul>\n<li>Love sourcing and market hunting<\/li>\n<li>Get energy from turning around difficult searches<\/li>\n<li>Prefer action over process<\/li>\n<li>Are motivated by impact and visibility<\/li>\n<\/ul>\n<div><strong>How You Will Make an Impact:<\/strong><\/div>\n<ul>\n<li>Take ownership of hard\u2011to\u2011fill, ageing, and business\u2011critical roles, often requiring immediate intervention.<\/li>\n<li>Build pipelines from scratch through proactive, targeted sourcing and direct search.<\/li>\n<li>Identify why roles are not moving (pipeline, role clarity, stakeholder alignment, market reality) and actively reset the approach.<\/li>\n<li>Partner with hiring managers and HR to challenge assumptions, recalibrate expectations, and unblock decision\u2011making.<\/li>\n<li>Operate across multiple roles simultaneously, prioritising impact over activity.<\/li>\n<li>Leverage market intelligence to reshape search strategies and unlock previously inaccessible talent pools.<\/li>\n<li>Collaborate closely with sourcing teams to deliver high\u2011quality, ready\u2011to\u2011hire pipelines.<\/li>\n<li>Reduce reliance on agencies by owning and delivering sourcing outcomes internally, aligned with broader TA sourcing priorities.<\/li>\n<li>Drive visible progress on backlog and contribute to improving speed and effectiveness of hiring across the region.<\/li>\n<li>Act as a catalyst for change \u2014 influencing how we approach difficult hiring challenges in the future.<\/li>\n<\/ul>\n<div><strong>Your Background:<\/strong><\/div>\n<ul>\n<li>Strong experience across in agency (search\/headhunting) and in\u2011house environments.<\/li>\n<li>A proven track record of delivering on hard\u2011to\u2011fill or business\u2011critical roles, not just standard hiring.<\/li>\n<li>A genuine passion for sourcing, headhunting, and building pipelines from zero.<\/li>\n<li>The ability to operate at pace and manage multiple complex roles in parallel<\/li>\n<li>Confidence to engage and challenge stakeholders to unblock stalled processes.<\/li>\n<li>Strong judgement in identifying when the issue is talent inflow vs expectations vs process A resilient, action\u2011oriented mindset.<\/li>\n<li>Experience of hiring within the Energy\/ Power \/ Transmission and Distribution sectors.<\/li>\n<li>Experience of hiring niche Engineering roles.<\/li>\n<li>Strong understanding of EMEA markets, with the ability to adapt sourcing strategies accordingly.<\/li>\n<li>Fluency in English (additional European languages including German, Spanish, French, Italian or Swedish are advantageous)<\/li>\n<\/ul>\n<div><strong>What makes this role different:<\/strong><br \/>You will focus on the roles others struggle to fill.<br \/>You will be measured on movement, impact, and outcomes &#8211; not activity.<br \/>You will operate with pace, autonomy, and visibility.<br \/>You will be part of a team built to change how hiring challenges are solved.<\/p>\n<p><strong>What this role is not:<\/strong><br \/>Not a steady\u2011state, requisition\u2011management role.<br \/>Not suited to recruiters who rely primarily on applicants.<br \/>Not for those who prefer clearly defined, low\u2011ambiguity environments.<\/div>\n<div><\/div>\n<div><strong>EXPLANATION ON LEVELS:<\/strong><br \/>Levels with numbers (1-5): Increasing experience from <strong>1=Very Junior<\/strong> up to<strong> 5=Very Experienced<\/strong><br \/>Levels with letters (A-F): Increasing experience from<strong> F=Very Junior <\/strong>up to<strong> A=Very Experienced<\/strong><br \/>&nbsp;<\/div>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[68],"tags":[208],"class_list":["post-31588","post","type-post","status-publish","format-standard","hentry","category-hr-kompetensforsorjning","tag-hr-business-partner"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>SE_HR Business Partners Senior Professional till Hitachi Energy Sweden AB (18409) - KeyMan<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.keyman.se\/sv\/hr-kompetensforsorjning\/se_hr-business-partners-senior-professional-till-hitachi-energy-sweden-ab-18409-16438\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"SE_HR Business Partners Senior Professional till Hitachi Energy Sweden AB (18409) - KeyMan\" \/>\n<meta property=\"og:description\" content=\"We are now looking for a SE_HR Business Partners Senior Professional to Hitachi Energy Sweden AB in V\u00e4ster\u00e5s.Description:HR Business Partners perform a specialized type of HR work focused on HR consulting to the business including: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers &amp; acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management\/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)A Senior Professional (P3) applies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects \/ processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.Additional Hiring Information for Supplier:The Opportunity:This is not a traditional Talent Acquisition role. This is a high\u2011impact, intervention role - focused on the most critical, ageing, complex, or \u201cstuck\u201d positions across EMEA. As part of a SWAT team, you will be deployed where the need is greatest:Roles with no pipelinePositions that have been open too longHiring challenges requiring fresh thinking and paceYou will not inherit \u201ceasy\u201d roles. You will be brought in to change trajectory. This role is for expert recruiters who see themselves as problem\u2011solvers first and process followers second.This role is ideal for recruiters who:Love sourcing and market huntingGet energy from turning around difficult searchesPrefer action over processAre motivated by impact and visibilityHow You Will Make an Impact:Take ownership of hard\u2011to\u2011fill, ageing, and business\u2011critical roles, often requiring immediate intervention.Build pipelines from scratch through proactive, targeted sourcing and direct search.Identify why roles are not moving (pipeline, role clarity, stakeholder alignment, market reality) and actively reset the approach.Partner with hiring managers and HR to challenge assumptions, recalibrate expectations, and unblock decision\u2011making.Operate across multiple roles simultaneously, prioritising impact over activity.Leverage market intelligence to reshape search strategies and unlock previously inaccessible talent pools.Collaborate closely with sourcing teams to deliver high\u2011quality, ready\u2011to\u2011hire pipelines.Reduce reliance on agencies by owning and delivering sourcing outcomes internally, aligned with broader TA sourcing priorities.Drive visible progress on backlog and contribute to improving speed and effectiveness of hiring across the region.Act as a catalyst for change \u2014 influencing how we approach difficult hiring challenges in the future.Your Background:Strong experience across in agency (search\/headhunting) and in\u2011house environments.A proven track record of delivering on hard\u2011to\u2011fill or business\u2011critical roles, not just standard hiring.A genuine passion for sourcing, headhunting, and building pipelines from zero.The ability to operate at pace and manage multiple complex roles in parallelConfidence to engage and challenge stakeholders to unblock stalled processes.Strong judgement in identifying when the issue is talent inflow vs expectations vs process A resilient, action\u2011oriented mindset.Experience of hiring within the Energy\/ Power \/ Transmission and Distribution sectors.Experience of hiring niche Engineering roles.Strong understanding of EMEA markets, with the ability to adapt sourcing strategies accordingly.Fluency in English (additional European languages including German, Spanish, French, Italian or Swedish are advantageous)What makes this role different:You will focus on the roles others struggle to fill.You will be measured on movement, impact, and outcomes - 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Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers &amp; acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management\/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)A Senior Professional (P3) applies advanced knowledge of job area typically obtained through advanced education and work experience. Responsibilities may include: Managing projects \/ processes, working independently with limited supervision. Coaching and reviewing the work of lower level professionals. Problems faced are difficult and sometimes complex.Additional Hiring Information for Supplier:The Opportunity:This is not a traditional Talent Acquisition role. This is a high\u2011impact, intervention role - focused on the most critical, ageing, complex, or \u201cstuck\u201d positions across EMEA. As part of a SWAT team, you will be deployed where the need is greatest:Roles with no pipelinePositions that have been open too longHiring challenges requiring fresh thinking and paceYou will not inherit \u201ceasy\u201d roles. You will be brought in to change trajectory. This role is for expert recruiters who see themselves as problem\u2011solvers first and process followers second.This role is ideal for recruiters who:Love sourcing and market huntingGet energy from turning around difficult searchesPrefer action over processAre motivated by impact and visibilityHow You Will Make an Impact:Take ownership of hard\u2011to\u2011fill, ageing, and business\u2011critical roles, often requiring immediate intervention.Build pipelines from scratch through proactive, targeted sourcing and direct search.Identify why roles are not moving (pipeline, role clarity, stakeholder alignment, market reality) and actively reset the approach.Partner with hiring managers and HR to challenge assumptions, recalibrate expectations, and unblock decision\u2011making.Operate across multiple roles simultaneously, prioritising impact over activity.Leverage market intelligence to reshape search strategies and unlock previously inaccessible talent pools.Collaborate closely with sourcing teams to deliver high\u2011quality, ready\u2011to\u2011hire pipelines.Reduce reliance on agencies by owning and delivering sourcing outcomes internally, aligned with broader TA sourcing priorities.Drive visible progress on backlog and contribute to improving speed and effectiveness of hiring across the region.Act as a catalyst for change \u2014 influencing how we approach difficult hiring challenges in the future.Your Background:Strong experience across in agency (search\/headhunting) and in\u2011house environments.A proven track record of delivering on hard\u2011to\u2011fill or business\u2011critical roles, not just standard hiring.A genuine passion for sourcing, headhunting, and building pipelines from zero.The ability to operate at pace and manage multiple complex roles in parallelConfidence to engage and challenge stakeholders to unblock stalled processes.Strong judgement in identifying when the issue is talent inflow vs expectations vs process A resilient, action\u2011oriented mindset.Experience of hiring within the Energy\/ Power \/ Transmission and Distribution sectors.Experience of hiring niche Engineering roles.Strong understanding of EMEA markets, with the ability to adapt sourcing strategies accordingly.Fluency in English (additional European languages including German, Spanish, French, Italian or Swedish are advantageous)What makes this role different:You will focus on the roles others struggle to fill.You will be measured on movement, impact, and outcomes - 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