{"id":21082,"date":"2023-01-10T08:00:00","date_gmt":"2023-01-10T07:00:00","guid":{"rendered":"https:\/\/benefex-dev.local\/sv\/hr-chefen-om-2023-viktigt-att-vara-en-trygg-arbetsgivare\/"},"modified":"2026-03-22T10:57:35","modified_gmt":"2026-03-22T09:57:35","slug":"hr-chefen-om-2023-viktigt-att-vara-en-trygg-arbetsgivare","status":"publish","type":"post","link":"https:\/\/benifex.com\/sv\/hr-chefen-om-2023-viktigt-att-vara-en-trygg-arbetsgivare\/","title":{"rendered":"HR-chefen om 2023: Viktigt att vara en trygg arbetsgivare"},"content":{"rendered":"

Hybridarbete, att \u201ddo more with less\u201d och att jobba h\u00e5rt med tillh\u00f6righet och j\u00e4mst\u00e4lldhet. Det \u00e4r n\u00e5gra av trenderna som Benifys nya HR-chef Jessica Ribbestam tror kommer pr\u00e4gla 2023. <\/strong><\/p>\n

\"HR_chefen_3\"<\/p>\n

 <\/div>\n
\n

Hur ser ditt jobb som HR-chef ut?<\/p>\n<\/div>\n

<\/span><\/p>\n
\n

\u2013 En del av <\/span>arbete<\/span> <\/span>inneb\u00e4r<\/span><\/span> <\/span>leda<\/span> <\/span>v\u00e5rt<\/span> <\/span>People<\/span> & Culture team om <\/span>15 <\/span>personer<\/span><\/span> <\/span>p\u00e5<\/span> <\/span>Benify<\/span>, <\/span>d\u00e4r<\/span> <\/span>mer<\/span> <\/span>\u00e4n<\/span> <\/span>h\u00e4lften<\/span> <\/span>\u00e4r<\/span> <\/span>nya<\/span> <\/span>medarbetare<\/span>. <\/span><\/span>En <\/span>annan<\/span> <\/span>viktig<\/span> del <\/span>\u00e4r<\/span> <\/span>att<\/span> <\/span>driva<\/span> <\/span>v\u00e5rt<\/span> <\/span>strategiska<\/span> HR <\/span>arbete<\/span> f\u00f6r <\/span>att<\/span> <\/span>st\u00f6tta<\/span> <\/span>v\u00e5ra<\/span> <\/span>medarbetare<\/span>,<\/span> <\/span>organisationens<\/span>, <\/span>och<\/span> <\/span>f\u00f6retagets<\/span> <\/span>tillv\u00e4xt<\/span> <\/span>och<\/span> <\/span>framg\u00e5ng<\/span>.<\/span><\/span> <\/span>Det <\/span>\u00e4r<\/span> <\/span>en<\/span> <\/span>j\u00e4ttesp\u00e4nnande<\/span> roll <\/span>och<\/span> vi <\/span>har<\/span> <\/span>ett<\/span> <\/span>riktigt<\/span> <\/span>h\u00e4rligt<\/span> <\/span>team<\/span>. <\/span>F\u00f6rutom<\/span> <\/span>att<\/span> <\/span>tampas<\/span> med det <\/span>dagliga<\/span> med <\/span>m\u00e5nga<\/span> <\/span>str\u00e4ngar<\/span> <\/span>p\u00e5<\/span> <\/span>v\u00e5<\/span><\/span>r<\/span> ly<\/span>ra, <\/span>s\u00e5<\/span> <\/span>\u00e4r<\/span> <\/span>s<\/span><\/span>tress <\/span>och<\/span> <\/span>oh\u00e4lsa<\/span> <\/span>en<\/span> <\/span>mycket<\/span> <\/span>prioriterad<\/span> <\/span>fr\u00e5ga<\/span> f\u00f6r <\/span>oss<\/span> <\/span>p\u00e5<\/span> HR <\/span>efter<\/span> <\/span>\u00e5r<\/span> av <\/span>pandemi<\/span>. <\/span>Omst\u00e4llningen<\/span> <\/span>att<\/span> <\/span>komma<\/span> <\/span>tillbaka<\/span> till <\/span>kontoret<\/span> <\/span>\u00e4r<\/span> <\/span>inte<\/span> <\/span>helt<\/span> <\/span>enkel<\/span> f\u00f6r <\/span>alla<\/span>.<\/span><\/span><\/p>\n

Hur sammanfattar du 2022 f\u00f6r HR?<\/p>\n

\u2013 F\u00f6r <\/span>m\u00e5nga<\/span> <\/span>bolag<\/span> <\/span>har<\/span> 2022 <\/span>inneburit<\/span> <\/span>stora<\/span> <\/span>budgetnedsk\u00e4rningar<\/span> <\/span>d\u00e4r<\/span> man <\/span>har<\/span> <\/span>varit<\/span> <\/span>tvungen<\/span> <\/span>att<\/span> <\/span>s\u00e4ga<\/span> <\/span>upp<\/span> <\/span>medarbetare<\/span>. <\/span>P\u00e5<\/span> <\/span>Benify<\/span> <\/span>har<\/span> det <\/span>varit<\/span> <\/span>tv\u00e4rtom<\/span> \u2013 vi <\/span>har<\/span> <\/span>anst<\/span>\u00e4llt<\/span> <\/span>\u00f6ver<\/span> 17<\/span>5<\/span> <\/span>medarbetare<\/span>, <\/span>vilket<\/span> <\/span>\u00e4r<\/span> <\/span>en<\/span> <\/span>fantastisk<\/span> <\/span>siffra<\/span> <\/span>och<\/span> <\/span>en<\/span> <\/span>otrolig<\/span> <\/span>bedrift<\/span> av <\/span>v\u00e5rt<\/span> Talent <\/span><\/span>A<\/span>cquisition<\/span><\/span> Team <\/span>och<\/span> <\/span>rekryterande<\/span> <\/span>chefer<\/span> <\/span><\/span>men <\/span>ocks\u00e5<\/span> <\/span>utav<\/span> <\/span>alla<\/span> <\/span>v\u00e5ra<\/span> <\/span>medarbetare<\/span> <\/span>som<\/span> sedan <\/span>varit<\/span> med <\/span>i<\/span> <\/span>onboardingen<\/span> av <\/span>v\u00e5ra<\/span> <\/span>nya<\/span> <\/span>kollegor<\/span><\/span>. <\/span>\u00c5ret<\/span> <\/span>har<\/span> <\/span>\u00e4ven<\/span> <\/span>inneburit<\/span> <\/span>att<\/span> <\/span>jobba<\/span> <\/span>enligt<\/span> <\/span>hybridmodellen<\/span>. <\/span>Distansarbetet<\/span> <\/span>har<\/span> <\/span>inte<\/span> <\/span>f\u00f6rsvunnit<\/span>, <\/span>och<\/span> vi <\/span>har<\/span> sett <\/span>att<\/span> <\/span>m\u00e5nga<\/span> <\/span>f\u00f6retag<\/span> <\/span>har<\/span> <\/span>inf\u00f6rt<\/span> <\/span>en<\/span> policy <\/span>d\u00e4r<\/span> man ska <\/span>vara<\/span> <\/span>minst<\/span> 50 <\/span>procent<\/span> <\/span>p\u00e5<\/span> <\/span>kontoret<\/span>, <\/span>och<\/span> <\/span>m\u00e5nga<\/span> <\/span>f\u00f6rv\u00e4ntar<\/span> sig <\/span>\u00e4ven<\/span> <\/span><\/span>h\u00f6gre<\/span><\/span> <\/span>n\u00e4rvaro<\/span> <\/span>\u00e4n<\/span> <\/span>s\u00e5<\/span>. Det <\/span>kan<\/span> <\/span>vara<\/span> <\/span>en<\/span> <\/span>utmaning<\/span> <\/span>att<\/span> <\/span>komma<\/span> <\/span>tillbaka<\/span> till <\/span>jobbet<\/span>, <\/span>s\u00e5<\/span> <\/span>balansen<\/span> <\/span>mellan<\/span> <\/span>arbete<\/span> <\/span>och<\/span> <\/span>privatliv<\/span> <\/span>har<\/span> <\/span>varit<\/span> <\/span>en<\/span> <\/span>stor<\/span> <\/span>diskussionsfr\u00e5ga<\/span>.<\/span><\/span><\/p>\n

Vilka fokusomr\u00e5den och trender ser du fram\u00e5t?<\/p>\n

\u2013 En ny lagstiftning f\u00f6r LAS kommer ge m\u00e5nga effekter, vilket jag ser som sp\u00e4nnande. Vi ser ocks\u00e5 fram emot krav p\u00e5 l\u00f6nekartl\u00e4ggning och j\u00e4mst\u00e4llda l\u00f6ner som ett EU-direktiv. H\u00e4r \u00e4r Sverige i framkant, men <\/span>det som <\/span>bland annat <\/span>blir nytt <\/span>med EU-direktivet \u00e4r att vi inte l\u00e4ngre <\/span><\/span>kan <\/span><\/span> fr\u00e5ga<\/span> \u201dvad tj\u00e4nar du idag\u201d utan att vi snarare ser en omv\u00e4nd roll d\u00e4r arbetsgivaren talar om vilken niv\u00e5 <\/span>som man kan erbjuda<\/span><\/span>s<\/span><\/span>.<\/span> <\/span>Det \u00e4r<\/span> kanske<\/span> inte<\/span> <\/span>n\u00f6dv\u00e4ndigtvis alltid bra fr\u00e5n <\/span>arbetsgivare<\/span>ns perspektiv men<\/span> <\/span>h\u00e4r tror <\/span>jag att kompensationen kommer <\/span>beh\u00f6va vara mycket <\/span>mer transparen<\/span>t<\/span> \u00e4n tidigare<\/span>. V<\/span>i <\/span>m\u00e4rker tydligt l\u00e4nken mellan kompensation och prestation. R\u00e4ttvis l\u00f6nes\u00e4ttning kommer bli ett <\/span>f<\/span>okus under 2023. Dock kommer vi s\u00e5klart vara kvar i en oro p\u00e5 grund av inflationen och vad den kommer utmynna i. Stressen hos medarbetarna kommer finnas kvar och med <\/span>en l\u00e5gkonjunktur f\u00f6r d\u00f6rren 2023<\/span> blir<\/span> det<\/span> en stor utmaning f\u00f6r HR. T\u00e4nket att <\/span>\u201ddo <\/span>m<\/span>ore<\/span> <\/span>with<\/span> less\u201d kommer s\u00e4kerligen att pr\u00e4gla<\/span> b\u00e5de<\/span> branschen<\/span> <\/span>och bolag <\/span>under 2023.<\/span><\/span><\/p>\n

\"HR_chefen_1\"<\/p>\n

Hur ska man som arbetsgivare inge trygghet i dessa tuffa tider?<\/strong><\/p>\n

\u2013 Just transparensen \u00e4r j\u00e4tteviktig. Jag tror p\u00e5 att informera medarbetare i vad inflationen inneb\u00e4r. Som arbetsgivare \u00e4r det nu viktigt att fundera \u00f6ver vad vi erbjuder i \u00f6vrigt och vilka f\u00f6rm\u00e5ner vi har, och att vi inte gl\u00f6mmer att titta p\u00e5 hela kompensationen till v\u00e5ra medarbetare. Hur g\u00f6r vi s\u00e5 att m\u00e4nniskor k\u00e4nner sig sedda och uppskattade? V\u00e4rna om en stark arbetskultur, det tror jag p\u00e5.<\/p>\n

Vad ser du mer f\u00f6r HR-trender fram\u00e5t?<\/strong><\/p>\n

\u2013 N\u00e5gonting som det talas mycket om nu \u00e4r medarbetarnas personliga utveckling, men h\u00e4r \u00e4r ocks\u00e5 fr\u00e5gan vad arbetsgivarens roll ska vara i det hela. Personligen \u00e4r jag av filosofin att jag sj\u00e4lv m\u00e5ste visa min chef att jag har ambitioner och att jag \u00e4r redo f\u00f6r n\u00e4sta kliv. Att jag sj\u00e4lv m\u00e5ste veta det. H\u00e4r b\u00f6rjar vi ocks\u00e5 se omv\u00e4nda roller, d\u00e5 medarbetaren b\u00f6rjat t\u00e4nka \u201dwhat\u2019s in it for me\u201d. Vi som arbetsgivare m\u00e5ste b\u00f6rja visualisera karri\u00e4rm\u00f6jligheter och vad m\u00f6jligheterna att bredda sig \u00e4r. H\u00e4r beh\u00f6ver vi ta en mer aktiv roll. Eftersom m\u00e5nga forts\u00e4tter med hybridarbete \u00e4r det ocks\u00e5 viktigt att ge \u201dad hoc-ber\u00f6m\u201d n\u00e4r n\u00e5got \u00e4r bra, och att ha t\u00e4tare avst\u00e4mningar \u00e4n bara en performance review om \u00e5ret. Alla m\u00e5r bra av feedback och n\u00e4r vi jobba hemifr\u00e5n en hel del, \u00e4r den desto viktigare att t\u00e4nka p\u00e5.<\/p>\n

Jag ser ocks\u00e5 en tydlig HR-trend av \u201ddiversity and inclusion\u201d, det har varit ett starkt fokus p\u00e5 tillh\u00f6righet de senaste \u00e5ret d\u00e4r vi jobbar mycket med engagemang och att minska f\u00f6rdomar. Detta i synnerhet f\u00f6r internationella bolag som expanderar. H\u00e4r ser vi ocks\u00e5 hur kandidatmarknaden blir s\u00e5 mycket bredare \u00e4n v\u00e5r n\u00e4rmsta krets, och att man \u00f6ppnar upp f\u00f6r att rekrytera m\u00e4nniskor med andra nationaliteter. Det som \u00e4r viktigt i det hela \u00e4r att utbilda internt i grundv\u00e4rderingar och normer s\u00e5 att vi ska f\u00e5 en j\u00e4mst\u00e4lldhet inom bolagen f\u00f6r att s\u00e4kerst\u00e4ller att vi ger lika l\u00f6n f\u00f6r lika arbete. F\u00f6r mig \u00e4r det en stor hj\u00e4rtefr\u00e5ga, jag brinner s\u00e5 f\u00f6r j\u00e4mst\u00e4lldheten!<\/p>\n

\n

Vill du f\u00e5 mer insikter och h\u00e5lla dig uppdaterad p\u00e5 trender inom HR? Uppt\u00e4ck Benify HR Insights d\u00e4r vi samlar alla v\u00e5ra artiklar, rapporter, webbinarium och mycket mer!<\/p>\n

{{cta(‘c6a2b02b-6a10-4d18-a9e6-6f717b672596’)}}<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Hybridarbete, att \u201ddo more with less\u201d och att jobba h\u00e5rt med tillh\u00f6righet och j\u00e4mst\u00e4lldhet. 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