Running a company in Sweden — without learning HR the hard way.
I step in when the problem is concrete, handle the paperwork and the risk, and step out once it's in order. No full-time hire, no year-long retainer — and I explain the Swedish rules as we go, not just apply them.
I reply within 1–2 business days. No obligation.
When leaders call me
A letter from Arbetsmiljöverket. An employee complaint. A dispute heading toward the union or a tribunal. Or the quieter one: your team logs off at 16:30 and doesn't reply until 8:00 the next morning — and the management style that worked back home isn't landing here.
None of that needs a full-time hire. It needs someone who knows the Swedish rules, tells you plainly what to do, and does it.
What I do
- Employment contracts, individual advice, union negotiations
- BAM / work-environment training, ergonomics, risk assessment
- Recruitment and migration applications (non-EU staff)
- Lönekartläggning — pay mapping under the new pay-transparency rules
- ESG reporting
- Workplace-culture orientation for foreign leaders and their teams
- AI in HR — tools that genuinely cut the paperwork, and an honest map of where AI shouldn't go
Why me
Interim, not headcount.
You bring me in for the time you need — like an interim CFO or CTO, but for HR. Nothing to hire, nothing to unwind.
Pay per problem, not per year.
Hourly, for the concrete thing that needs solving.
Four languages, both sides.
Swedish, Polish, English, Italian. I understand the company entering the Swedish market and the authority asking for the documentation.
I explain, not just implement.
The Swedish labour market has rules that aren't obvious from the outside. I help you understand them, so your own decisions get easier.
Proof
8 years in HR and Swedish labour law, on the ground in Sweden. Member of the Swedish-Polish Chamber of Commerce.
„After many questions I was asked, solid answers were given to me which were backed up by an explanation why/why not and how/how not. I was really impressed by her professional knowledge and skills in the area of HR.”
Start with an orientation call.
A short conversation to map what's actually urgent and what a sensible first step looks like — before you commit to anything bigger.
I reply within 1–2 business days. No obligation.