People & Culture - "The new HR" that is. Like regular HR minus transactional routines like policies, comp&ben, labour law etc.

It is within a broad spectrum of services, all neatly packed under this roof I create value for organizations that dare to challenge status quo, use big data, stay updated on new research and find digital tools as a leverage for growth.

But applications and data does not  drive engagement. So "Whatever the problem is, it's always a people problem." (Gerald M. Weinberg) and That's why my work always is about finding the right dialogue in the right tiome with the right people. That drives change, customer happiness and success!

"Regular HR" have been my backyard for more than 7 years, and I am used to support managers on all levels in traditional interim setups. I would be more than happy to sit down with you to talk about how an investment in a high quality dialogue is a leverage and gives a guaranteed ROI for your business!


"Hire for attitude - train for skill" (Jim Collins) was big news 15 years ago. Today, we have buzzwords like EVP and Employer Branding.

Both buzzwords and management gurus come and go, but the problems stay the same. Still - the employers that want to hire next gen talent needs to know their value and their USP's, not only for sales, but for employees - and candidates!

Talent aquisition (TA) is no longer just screening applications and interviewing candidates. As Simon Sinek puts it: "If you hire people because they can do a job, they will work for your money. But if you hire people that believe what you believe, they'll worjk with blood and sweat and tears."  

I have more than ten years of experience from talent aquisition, and I want to believe I am percieved a pioneer in my use of networking, digitalizing, data driven decisions and creating employer brands. To engage me in your TA work is both to get challenged - and get the talent to sign that contract.


We live in a VUCA world! - The world around us changes faster and faster and "Survival of the fittest" still apply.

To use the competitive advantage that innovation is, successful businesses know their value chains and continouosly iterate on their offer to the market. Good old HR processes are out. Agile HR is in. Yet another buzzword, but one that is fairly easy to get around.

Agility is a good way to nurture innovation and make sure that identified stakeholders can influence the work regulary and recieve small deliveries in short iterations instead of one giant project go live. It requires self management and well handled, it is a huge business advantage.

The last 15 years, I have had assignments as facilitator and organizational coach. My base is SCRUM and I would be happy to sit down with you and discuss what and what advantage an agile framwork can give your business strategy. A first step towards "reinventing your organization" (Frederic Laloux).


  • Facilitating interpersonal communication

  • Driving change and structures for innovation

  • Using culture and corporate values as management control measure

  • Coaching decision makers to open up for new perspectives

  • Helping organizations implementing digital tools to get the most out of their People & Culture investments.


I have a broad theoretical base in organizational psychology, business administrtation and leadership. Through my career, I have had roles as HR Specialist, Line Manager, Recruitment Consultant, Management Consultant and People & Culture. I have done assignments for both small IT-product and medtech companies as well as global petrochem giants and on top of that some of sweden's largest NGO's. 

No matter where  I am, I always enjoy myself most when I develop new products and concepts and make people grow!



© Johan Norrfjärd


Lärkvägen 10

448 35 Floda


+46 70 20 40 113