Do you want to be part of shaping the future of an industry-defining company?

Are you passionate about creating an exceptional workplace where people can thrive and succeed? Do you enjoy the challenge of building scalable people processes that foster collaboration, engagement, and growth?

As our first dedicated HR Business Partner, you will be at the heart of our People and Company Operations team, reporting directly to our Chief People Officer. This is a perfect role for a proactive, strategic thinker who is ready to lead, innovate, and build an inclusive, thriving workplace.

About the Position

As our HR Business Partner (HRBP), you will play a critical role in shaping our organizational structure, culture, and employee experience to align with and support our strategic goals and growth plans.

In your day-to-day, you might find yourself assisting our managers with performance management, helping them navigate organizational and people-related issues, or working on optimizing our internal processes to enhance productivity and performance. Due to the nature of our business, the scalability of consultant teams is a vital part of our operations, and both recruitment, onboarding, and offboarding of temporary employees will be an important area of ownership. You will also be hands-on when it comes to HR administration and support, and the point of contact for all things HR in our company. You will be establishing efficient practices to enhance our scalability while at the same time ensuring that ECOnnect Energy remains a great place to work. You will also collaborate closely with our Chief People Officer to build and implement innovative and inclusive recruitment strategies, develop compensation and benefits plans, and implement reward and recognition programs that improve both financial results and employee engagement.

We are aware that this is a broad role and that you will need to wear multiple hats to serve the needs of the business and our employees. To make it easier to envision what this role will be responsible for, we’ve highlighted four key areas:

Talent Acquisition and Employer Branding

• Strategic workforce planning to secure a scalable organization. This also includes succession planning to ensure we have talents to fill critical roles in the future.
• Manage processes, systems, and structures connected to recruitment and handling of external consultants.
• Own the onboarding and offboarding processes for both permanent and temporary hires.
• Collaborate with the CPO, the leadership team and the marketing team on building and growing our employer brand.

Organizational Culture and Employee Engagement

• Drive initiatives to improve employee satisfaction and increase retention of talents.
• Build and maintain a productive feedback culture in the company. Conduct trainings with employees to practice feedback and build psychological safety.
• Collaborate with managers and employees to resolve conflicts and help facilitate positive employee relations, maintaining a good working environment, build morale, and decrease unwanted turnover.

People Operations

• Manage structures related to training, performance reviews, feedback sessions, progression frameworks, and promotions.
• Administer our compensation and benefits program and own our internal HR Management System (Huma) and our ATS (Teamtailor).
• Develop and implement required HR processes and policies. Continuously improve existing processes to promote employee engagement and business results.
• Monitor and ensure compliance of relevant HR metrics, employee rights, and benefits (e.g. sick leave, whistleblowing, and HSE).

HR Support and Guidance

• Act as a point of contact for all-things-HR for the leadership team and other employees in the company with people management responsibilities.
• Offer ongoing support, guidance and sparring to managers and employees if they find themselves in a situation where they don’t know what to do.
• Promote best practice for people processes across the company and offer your support to ensure all interests are taken into account before decisions are made.

Who are you?

First of all, we believe you are motivated by playing an instrumental part in shaping a company with high growth ambitions. We also believe you have:

• Proven experience in a similar HR role (minimum 3 years). Ideally in a fast-paced growth company but having experience from larger organizations could also be beneficial.
• Experience with people-, stakeholder,- and project management.
• Hands-on experience with different HR disciplines, including talent acquisition, performance management, compensation and benefits, HR administration and the Norwegian labor law.
• Experience building and managing high performing teams.
• Strong relationship-building and communication skills. You need to be able to articulate ideas, present complex information, and engage others in meaningful dialogues to ensure alignment across the organization.
• Good commercial understanding and business acumen. You need to understand how to build and manage efficient internal people operations to enable a healthy bottom line and sustainable business.
• Solid people advocacy skills with the ability to push back when needed.
• Excellent change management and project management capabilities.
• Fluency in Norwegian and English, both written and verbal.

What we offer in return:

• An attractive compensation package, including a company-wide bonus program and pension saving schemes.
• Extended insurance coverage including travel insurance, health insurance, and extended disability pension.
• Access to all relevant work equipment, including phone and phone subscription.
• Access to office gym with a personal trainer. We even have an osteopath who comes to our offices for individual treatments.
• Modern and fresh office facilities at Thune with daily subsidized lunch servings and fruit/snacks.
• Multiple social events throughout the year (both at the office and outside of the office).

If you think all of this sounds interesting and you want to learn more about us and the HRBP role, we highly encourage you to leave us an application. We will not require you to submit a cover letter – instead, when submitting your application, we will ask you to answer a few initial questions to get to know you better.

We're looking forward to your application!