Senior HR Business Partner, Organisational Development & Change

Purpose of the Position
The Senior HR Business Partner enables business success by partnering closely with leaders and management teams in assigned business areas, translating business strategy into people and organisational priorities.
In addition to delivering the full HR Business Partner portfolio in selected business units, the role serves as the Local HR Norway lead resource on organisational development, transformation and change. The role drives relevant organisational initiatives and supports leaders through continuous organisational changes across the business, varying in size, complexity and organisational impact.
Acting as a trusted advisor, the role provides guidance on organisational design, workforce decisions and employee relations matters, while also serving as a coach and subject matter expert for HR colleagues on organisational development and change-related topics.
As part of the ONE HR operating model, the role contributes to organisational effectiveness, leadership capability, workforce sustainability and cultural transformation, while ensuring compliance with Norwegian labour law and Statkraft's policies and standards.
The role is part of Local HR Norway and reports to Vice President Local HR Norway.
Areas of Responsibility and Accountabilities
Organisational Development, Change & Workforce Planning
Lead organisational development, transformation and change initiatives in various parts of the business.
Partner with leaders to improve organisational effectiveness and performance.
Support leaders through continuous organisational changes of varying scope and complexity, including organisational design, restructurings and workforce implications.
Support strategic workforce planning discussions and use organisational insights and analytics to identify future workforce needs and capability gaps.
Support leaders in building the organisational capabilities required to deliver future business priorities.
Assess organisational and people impacts of change and drive associated workforce and people-related actions.
Provide HR guidance on employer responsibilities, organisational restructuring and employee relations matters, working closely with Legal and Employer experts.
Support consultations and dialogue with employee representatives and unions where relevant.
Coach leaders and serve as a subject matter expert for HR colleagues on organisational development, change and workforce-related topics.
HR Business Partnering
Act as the dedicated HR Business Partner for assigned business areas and leadership teams.
Translate business priorities into people and organisational initiatives that support strategic objectives.
Provide strategic advice and operational support across the full employee lifecycle, including workforce planning, recruitment, onboarding, performance management, learning and development, organisational change and employee relations.
Support leaders in strengthening performance, engagement, leadership capability and organisational effectiveness.
Build trusted relationships with leaders and employees and act as a strategic sparring partner on people-related matters.
Experience
Relevant education within HR, Business or other relevant fields (Bachelors/Masters degree).
Minimum 8-10 years of relevant HR experience.
Proven experience supporting senior leaders and leadership teams.
Experience from organisational development, workforce planning, transformation and change initiatives.
Solid understanding of Norwegian labour law and employee relations.
Experience from global and matrix organisations is considered an advantage.
You are:
A trusted advisor who builds credibility and strong partnerships with leaders at all levels, while influencing, challenging and supporting informed organisational and workforce decisions.
Highly analytical, with the ability to translate people data, workforce insights and business trends into actionable recommendations, identifying patterns, root causes and organisational risks and turning insights into practical solutions.
Comfortable navigating complexity, ambiguity and change in a dynamic business environment.
Forward-looking and curious, with a genuine interest in organisational effectiveness, workforce transformation, digitalisation and AI.
Collaborative and inclusive, with the ability to work across functions, build networks and drive alignment in a matrix organisation.
Resilient and confident in handling sensitive, complex and high-impact people-related matters.
Results-oriented, with a strong sense of ownership and the ability to balance strategic thinking with hands-on execution.

Employment type
Full-time

Work arrangement
No