HR Director Retail Scandinavia

Sonova is seeking an experienced and forward-thinking HR Director to lead and shape the people agenda across its Scandinavian operations. This is a unique opportunity to join a global leader and play a key role in driving organisational success through strategic and impactful Human Resources leadership.

The HR Director Retail Scandinavia is responsible for driving the development of the companies across the region, in line with local market needs and in close collaboration with the local management teams.

The role leads the establishment, implementation and ongoing development of Human Resources policies, activities and programmes that align with Sonova Group’s strategic objectives, standards, processes and people philosophies.

As a member of the local management team, the HR Director acts as the primary point of contact for management and employees on all HR-related matters.

Key Responsibilities

HR Management and Organisation

• Provide the Group Companies with professional and modern HR management in accordance with Sonova Group policies, standards and procedures, as well as local practices and legislation.
• Develop and implement local HR policies and procedures where no Group-wide standard exists, taking relevant local benchmarks into consideration.
• Establish goals and objectives that integrate the HR function across all organisational processes and business areas.
• Develop, propose and implement appropriate HR solutions in close collaboration with local management and Sonova Group HR.
• Ensure the effective execution and governance of HR processes in partnership with line management.
• Act as the local ESG Champion for Environmental, Social and Governance matters.

Talent Acquisition and Onboarding

• Support people managers in workforce planning and ensure the timely recruitment of employees.
• Implement and oversee the local recruitment strategy.
• Develop and manage recruitment and selection processes, ensuring compliance with local legislation and corporate policies.
• Participate in interviews, where appropriate, and approve employment offers.
• Oversee the preparation and execution of employment contracts.
• Ensure an effective introduction for new employees through tailored onboarding programmes.

Compensation, Benefits and Payroll

• Analyse salary data and market information to maintain competitive and equitable compensation structures, bonus plans and employee benefits.
• Monitor compensation costs and oversee salary review and increase processes.
• Manage the company pension arrangements, health insurance and relationships with relevant external providers.
• Ensure a reliable, accurate and compliant payroll process.
• Review and approve monthly payroll and ensure compliance with all relevant legal and regulatory requirements.

HR Policies and Procedures

• Develop, maintain and regularly update local Human Resources policies.
• Implement and promote HR best practices across the organisation.
• Provide guidance and training to managers and employees on HR policies, processes and procedures.

Learning and Development

• Assess organisational and individual learning needs to maintain and strengthen employee capabilities.
• Identify appropriate internal and external development programmes.
• Partner with consultants, training providers and external agencies to organise workshops, seminars and development initiatives.
• Work with people managers to identify and deliver development activities aligned with business goals.
• Assess the leadership development needs of people managers.
• Define, manage and monitor learning and development budgets.

Performance Management

• Drive and oversee the execution of employee performance and appraisal processes in Sonnet.
• Monitor performance review outcomes and implement appropriate follow-up actions in close cooperation with management.
• Support managers in addressing performance, development and succession-related matters.

HR Administration, Reporting and Controlling

• Develop, monitor and report relevant HR key performance indicators.
• Analyse the results of Employee Engagement Surveys and support the development of appropriate action plans.
• Conduct exit interviews to understand the reasons for employee departures and identify potential organisational improvements.
• Prepare, manage and monitor the HR department budget.
• Ensure accurate and timely HR administration and documentation.

Employee Engagement and Communication

• Create opportunities for employees to share knowledge and contribute to the organisation.
• Identify opportunities to strengthen employee empowerment, engagement and involvement.
• Support effective internal communication through channels such as the intranet, newsletters and other relevant platforms.
• Promote an inclusive, collaborative and positive working environment.

About You

• Bachelor’s degree in Human Resources, Business Administration, Psychology or a related field.
• 7+ years of leadership experience in Human Resources, preferably in HR Business Partner or HR Generalist roles.
• Experience within the medical device or retail industry would be an advantage.
• Additional education or certification in organisational development, learning and development, change management or a related discipline would be beneficial.
• Sound understanding of local Danish and broadr scandinavia employment legislation, payroll practices and HR compliance requirements.
• Ability to demonstrate leadership, inspire confidence and act as a trusted partner to the business.
• Excellent interpersonal, relationship-building and team-building skills.
• Ability to establish and maintain effective and cooperative business relationships.
• Strong customer service orientation, combined with a caring and compassionate approach.
• Excellent organisational skills, accuracy and attention to detail.
• Strong follow-through and a consistent focus on effective execution.
• Entrepreneurial mindset and a strong work ethic.
• Strategic thinking and a solid understanding of business processes.
• Ability to translate strategic priorities into clear and practical action plans.
• Strong presentation and facilitation skills, with confidence presenting to different audiences.
• Effective negotiation skills, with a focus on collaborative and mutually beneficial outcomes.
• Ability to operate effectively in a dynamic, international and matrixed organisation.
• Native or bilingual proficiency in Danish. Fluency in English. Swedish language skills would be an advantage.
• Proficiency in Microsoft Office, including Word, PowerPoint, Excel and Outlook.
• Familiarity with social media platforms and digital communication channels.
• Experience working with HR information systems and local payroll systems.
• Willingness and ability to travel as required.