Senior HR Business Partner, Denmark

As a Senior HR Business Partner at Fiskars Group, your primary responsibilities include aligning HR initiatives with business goals, supporting organizational change, and providing day-to-day HR guidance to leaders. You will also work on workforce planning, talent development, and utilizing HR data to anticipate future needs while ensuring compliance with employment laws.

To qualify for the Senior HR Business Partner position at Fiskars Group, you should have at least 7 years of HR experience, with a focus on business partnering. A Bachelor's degree in Human Resources, Business Administration, or related field is required. Proficiency in HRIS systems, strong interpersonal skills, and fluency in both Danish and English are essential.

In the Senior HR Business Partner role at Fiskars Group, you'll play a crucial part in fostering employee engagement by implementing initiatives informed by employee surveys, driving performance management coaching, and ensuring that HR practices align with the employees' needs, encouraging a positive work culture.

The work environment for a Senior HR Business Partner at Fiskars Group is collaborative and supportive, set in a hybrid model that allows flexibility. You'll join an innovative team focused on making the everyday extraordinary, all while working closely with leaders and teams across various functions.

Fiskars Group offers a competitive compensation package along with health and wellness benefits, including insurance plans. Employees can enjoy work-life balance through paid time off and flexible work arrangements, along with professional development opportunities and a pension plan to secure their future.

When addressing this question, share your method for understanding business goals and how you've previously translated them into effective HR strategies. Highlight your skills in assessing workforce needs and providing tailored solutions to enhance employee engagement.

Discuss your experience in conflict resolution and provide specific examples where you successfully facilitated discussions that led to a positive outcome. Emphasize your communication skills and ability to mediate effectively.

Explain your approach to identifying talent and implementing development programs. Use examples to illustrate how you have nurtured employee growth and supported succession planning within organizations.

You can highlight your methods for staying informed, such as attending industry seminars, workshops, or subscribing to relevant professional networks. Emphasize the importance of compliance and how it impacts HR practices.

Share a specific instance when you led a change initiative, discussing the challenges faced, your approach to communication, and the outcome. It’s vital to showcase your leadership skills and adaptability.

Talk about key performance indicators (KPIs) you use to track the effectiveness of HR initiatives, such as employee satisfaction surveys, engagement metrics, and retention rates. Provide examples of how these insights have driven improvements.

Discuss your proficiency with HRIS systems like Workday, and how you’ve utilized data to inform decision-making. Highlight your ability to translate complex data into actionable insights that support business strategies.

Describe your initiatives to promote diversity and inclusion, including training programs or partnerships with organizations. Provide examples showing how these initiatives improved workplace culture and engagement.

Explain your approach to coaching leaders on people management and developing their teams. Discuss specific tools or programs you've implemented that have successfully enhanced leadership capabilities.

Share how you actively seek employee feedback and incorporate it into HR strategies. Discuss the importance of engagement surveys and follow-up actions in creating a responsive HR environment.