Nordic Investin is recruiting a Head of Leadership and Succession on behalf of one of our partner companies. You care about people work that is commercially aware, fair and useful in practice, and you build trust without avoiding difficult decisions.

The partner is strengthening its capability in leadership pipelines and succession decisions for critical roles. You will take responsibility for work that connects succession planning, executive assessment and talent reviews, while ensuring that development portfolios and governance receive appropriate discipline. The objective is progress that colleagues can use and leaders can evaluate.

The people function combines employee experience, reliable judgement, usable processes and respect for sensitive information.

How you will work

You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful.

This role calls for visible leadership and disciplined decision making. You will be expected to recognise when a decision needs wider expertise, make trade-offs visible and move work forward without creating unnecessary process.

What you will do

• Own the practical direction for leadership pipelines and succession decisions for critical roles.

• Translate goals and constraints into a clear approach for succession planning and executive assessment.

• Establish useful standards, routines or artefacts around talent reviews.

• Coordinate stakeholders and dependencies affecting development portfolios.

• Use evidence and measurable outcomes to improve governance.

• Strengthen knowledge sharing, decision quality and sustainable ownership across the team.

What you will bring

• Relevant experience delivering leadership pipelines and succession decisions for critical roles in a demanding environment.

• Strong working knowledge of succession planning and executive assessment.

• Practical experience applying talent reviews and development portfolios.

• Ability to assess risk, priorities and trade-offs involving governance.

• Evidence of clear stakeholder communication and dependable end-to-end ownership.

• Professional English and the judgement to work with sensitive or business-critical information.

Experience that would add value

• Experience from large international organisations.

• Exposure to board reporting in a cross-functional environment.

• Swedish language skills or experience working across Nordic organisations.

A background that can succeed here

Your background may be in-house, advisory, shared services or consulting. What matters is how you owned decisions, balanced needs and changed outcomes. Direct experience of leadership pipelines and succession decisions for critical roles is valuable, while adjacent experience counts when it shows transferable judgement.

What makes the opportunity interesting

The role offers scope to shape how the organisation handles people questions and turn insight into practical improvements. The focus on leadership pipelines and succession decisions for critical roles gives the role a clear mission and room to influence priorities and measures of success.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the opportunity before asking you to make a decision.

The recruitment conversation

Nordic Investin will focus on decisions you have made: the context, alternatives, result and what you would change today. You will also have room to test whether the role and partner environment are right for you.

How to apply

Apply with your CV or LinkedIn profile and a short note about a relevant organisation, people service or workforce challenge you improved. Nordic Investin welcomes different routes into the profession and assesses evidence, judgement and potential alongside titles.