Head of Talent Management and Succession, Stockholm

On behalf of a partner company, Nordic Investin is looking for a Head of Talent Management and Succession. You care about people work that is fair, commercially aware and useful, and you build trust without avoiding difficult decisions.

The partner is strengthening its capability in leadership pipelines and succession decisions for critical roles. You will connect succession planning, executive assessment and talent reviews while ensuring that development portfolios and governance receive appropriate discipline. The aim is practical progress that colleagues can use, leaders can evaluate and the organisation can sustain.

The people function combines employee experience, reliable judgement, usable processes and respect for sensitive information.

You will work with managers, employees and specialist colleagues. The partner values early advice, careful documentation and recommendations people can act on.

This role calls for visible leadership and disciplined decision making. You are expected to make trade-offs visible, recognise when a decision needs wider expertise and move work forward without creating unnecessary process.

Own the practical direction for leadership pipelines and succession decisions for critical roles.

Translate goals and constraints into a clear approach for succession planning and executive assessment.

Establish useful standards, routines or decision artefacts around talent reviews.

Coordinate stakeholders and dependencies affecting development portfolios.

Use evidence and measurable outcomes to improve governance.

Strengthen knowledge sharing and sustainable ownership through reporting.

Relevant experience delivering leadership pipelines and succession decisions for critical roles in a demanding environment.

Strong working knowledge of succession planning and executive assessment.

Practical experience applying talent reviews and development portfolios.

Ability to assess priorities, risks and trade-offs involving governance.

Evidence of clear stakeholder communication and dependable end-to-end ownership.

Professional English and the judgement to work with sensitive or business-critical information.

Experience that would add value

Experience from international groups and complex organisations.

Exposure to reporting in a cross-functional or multi-team environment.

Swedish language skills or experience working across Nordic organisations.

A background that can succeed here

Your background may be in-house, advisory, shared services or consulting. What matters is how you owned decisions, balanced needs and improved outcomes. Direct experience of leadership pipelines and succession decisions for critical roles is valuable, while adjacent experience counts when it shows transferable judgement.

What makes the opportunity interesting

The role gives you access to meaningful organisational questions and the people who can act on them. The focus on leadership pipelines and succession decisions for critical roles gives the opportunity a clear mission and room to influence priorities and success measures.

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 opportunity before asking you to make a decision.

The recruitment conversation

Nordic Investin will focus on decisions you have made: the context, alternatives, result and what you would change today. You will also have room to ask direct questions and test whether the role, mandate and partner environment are right for you.

Apply with your CV or LinkedIn profile and a short note about a relevant organisation, people service or workforce challenge you helped improve. Nordic Investin welcomes different routes into the profession and assesses evidence, judgement and potential alongside formal titles.