HR Director to Mips - Stockholm

Mips is entering a new stage of its journey. As a world-leading company in helmet safety, with an ambitious growth agenda and an increasingly international business, Mips is moving from a highly successful specialist organisation towards a larger international group. Following the acquisition of Koroyd, the Group is also broadening its offering and organisational complexity. That growth will require renewed structures, stronger leadership and a more deliberate approach to capabilities and talent. At the same time, Mips wants to protect what has made the company successful: speed, ownership, expertise and a culture built on openness and collaboration. We are now looking for an HR Director who has been through this kind of journey before. Someone who knows what needs to be built as an organisation grows, but also what does not need to become more complicated. The role As HR Director, you will report to the CEO, be part of the Executive Team and hold Group-wide responsibility for HR across Mips, including Koroyd. You will have a broad mandate spanning both the day-to-day HR agenda and the longer-term strategic development of Mips as an organisation. A key priority will be to create a strong and scalable HR foundation. You will develop processes and ways of working, create clear ownership across the HR agenda and ensure that areas such as contracts, administration and external HR partnerships work effectively. As Mips continues to grow internationally, you will also help establish practical and sustainable solutions for an increasingly international workforce. Mips is a highly decentralised organisation where responsibility for people and performance sits with the closest manager. You will therefore work closely with leaders across the organisation, acting as both a trusted advisor and a constructive challenger while strengthening managers' ability to take ownership of their teams and leadership responsibilities. A central part of the role will be to strengthen leadership capability, supporting managers in areas such as feedback, performance, development and more complex people matters. At the same time, you will play an important role in shaping the organisation for future growth. Together with the CEO and Executive Team, you will work with organisational development, strategic HR, future capability needs and strategic workforce planning. This includes strengthening Mips' ability to attract critical specialist talent internationally, developing learning and capability-building initiatives and supporting the organisation through continued growth and change. M&A and integration will also form part of the role. You will contribute to the continued integration of Koroyd and support Mips in building an organisation and HR approach that can accommodate future acquisitions and increased Group complexity. The challenge is not to introduce more structure for the sake of it. It is to understand where structure will help Mips scale, where leadership needs to evolve and which capabilities the organisation will need next, while preserving the speed, ownership and culture that have made Mips What success looks like Success in the role will mean that Mips has built an HR organisation and ways of working that can support continued rapid growth. During the first 12–18 months, the HR Director is expected to have: - established a clearer and more scalable HR foundation across the Group - strengthened managers' ability to take ownership of their people and leadership responsibilities - developed a more strategic approach to organisation, critical capabilities and workforce planning - strengthened Mips' ability to attract and develop the specialist capabilities needed for future growth - supported the continued integration of Koroyd and established principles that can support future M&A and integration - professionalised the organisation where needed without losing speed, ownership or Who we are looking for We are looking for an experienced HR leader who has already helped an organisation through a comparable phase of growth, professionalisation or increased complexity. You are likely already working as an HR Director, Head of HR, People Director or CHRO, with broad responsibility for the HR agenda. What matters most is that you have previously: - worked closely with a CEO and management team - held broad responsibility for an HR or People agenda - demonstrated experience of building and developing an HR organisation in a fast-growing environment - supported an organisation through growth, transformation or increasing complexity - played an active role in strategic HR, organisational and leadership development - strengthened managers through coaching, challenge and clear expectations - worked with strategic workforce and capability questions - moved comfortably between strategic organisational topics and hands-on execution You understand what it takes to move an organisation from a more entrepreneurial and person-dependent way of working towards greater scalability without losing pace or culture. Experience from a lean, scaling or competence-intensive organisation is particularly relevant. Experience from engineering, R&D or another specialist-driven environment would be valuable, as would international HR experience, M&A, organisational integration, talent acquisition or capability development. A specific industry background is less important than having personally experienced and contributed to the kind of organisational journey Mips is now W ho you are You combine strategic perspective with pragmatism and execution. You are comfortable operating with senior leaders, but equally comfortable getting close to the business and taking ownership when something needs to be solved. You are: - business-oriented and curious - confident and grounded - pragmatic and hands-on - comfortable challenging senior stakeholders - able to build trust without becoming overly consensus-driven - clear and structu