• Lead routine workplace investigations (D/H/R), code of conduct violations, and sensitive compliance matters with impartiality and confidentiality. • Manage high-risk conflict resolution and formal complaints by facilitating productive conversations and outcomes. • Serve as a subject matter expert on HR policies, providing recommendations on policy deviations and exceptions in consultation with the ER Center of Excellence (COE). • Provide ER expertise on complex medical accommodations and formal workplace concern escalations from Individual Contributors (ICs). • Partner closely with the broader PeopleHub Partner team to provide managers with a holistic consultative service, bridging the gap between "Performance" (skill) and "Conduct" (will). • Analyze case trends and compliance data to identify systemic risks and provide actionable recommendations to HRBPs and the business. • Partner with Legal, the ER COE, and the broader People team on high-stakes escalations and post-investigation coaching. • Identify opportunities to improve ER tools, such as HR Acuity and AI bots/workflows, while staying abreast of industry best practices.

• Culture Management: Act as an ambassador for Cibra's culture, executing the current strategy and proposing continuous revitalizations to ensure the relevance of organizational values. • Rituals Management: Lead the design and operationalization of cultural rituals, ensuring participant engagement and alignment of activities with the company's purpose. • People Ecosystem: Integrate the Culture strategy with Employee Climate, Well-being and Development topics, coordinating with partner areas to implement cross-functional action plans. • Certifications and Diagnostics: Support the People & Organizational Development (DHO) team with Great Place to Work (GPTW) related activities, using indicators to drive improvements in the work environment. • Portfolio Management: Lead Change Management for Cibra's strategic projects, defining scope, approaches and critical phases according to portfolio guidelines. • Strategic Analysis: Conduct impact diagnostics (risk analysis, threats, strengths and governance) to structure change initiatives based on a solid methodology. • Planning and Timeline: Structure and monitor the Change Management schedule, ensuring change management deliverables are synchronized with project milestones. • Training and Readiness: Recommend project-specific training plans with the DHO team, ensuring target audiences are prepared and trained for new processes and workflows. • Success Monitoring: Conduct periodic checkpoints to assess change adoption and ensure the sustainability and success of implementations. • Standardization: Develop and update policies, procedures and area documentation, ensuring process formalization and organizational governance. • Metrics and Targets: Propose, monitor and take actions to maintain the performance of the team and the Culture and Change Management function within the organization. • Partner Management: Manage the interface with vendors, from prospecting and contract negotiation to payment management, ensuring compliance with the company's financial policies.

• Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation. • Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change. • Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets. • Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management. • Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership. • Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness. • Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk. • Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability. • Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel. • Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals. • Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce. • Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters. • Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career. • Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.

Job Description Are You Ready to Make It Happen at Mondelēz International? Join our Mission to Lead the Future of Snacking. Make It Possible. Our employees are key ingredients to our success, and you will be responsible for HR support to our plant in Oslo on topics such as talent management, leadership development, early career programs, career pathing, mobility and strategic talent reviews. As a people manager, you will act as point of contact for specific HR topics. You are a trusted partner and will drive implementation of global strategies and initiatives across plants. You will be responsible for influencing business strategy for people-related issues and in the same time you will work operationally with HR issues. How you will contribute You will: - Partner and build relationships with key stakeholders, understanding the commercial/supply chain impact of people decisions in order to fulfil business objectives, providing an outside-in lens (plant roadmap, people plan, factory of the future) - Oversee site labor relations strategy including elements of communication and works council relations and compliance - Drive engagement on the plant culture agenda; coach leaders on the key cultural elements, encourage and develop leaders in their responsibility and organizational values - being the custodian of high performance work systems, and ensure an effective plant learning management - Partner with leadership teams on strategic priorities from workforce planning insights and decisions to talent acquisition, leadership development, early career programs, career pathing, succession planning and mobility, and strategic talent reviews - Support plant leadership with full scope HR issues such as effective management of time and attendance systems and attendance policies as necessary, coaching plant directors and plant leadership pillar in line with plant needs/KPI's - support performance calibration where applicable - Leverage data analytics to drive solutions and decisions that translate into actionable plans to impact the bottom line and enable business strategy. Inform and update People Services of any local, legal and regulatory changes in market - Lead people process/impact of any plant transformation with effective change management . What you will bring A desire to drive your future and accelerate your career. You will bring experience and knowledge in: - Broad HR experience across a range of populations and range of seniority - Strong experience of working with trade unions in Norway to deliver change - Demonstrated experience in managing occupational health and safety matters and fostering a positive and compliant work environment. - Experience of interpersonal savvy, workforce planning, and dealing with ambiguity - HR experience of work in manufacturing in Norway - Proven ability to navigate and thrive within a complex, matrixed organizational structure. - HR leader with an active curiosity, insight orientation and external perspective about people and business performance. What you need to know about this position: We are looking for person who has: - Excellent communication, negotiation, and interpersonal skills - A highly proactive and driven mindset, with the ability to drive initiatives forward independently - Proven track record as a trusted, credible business partner with ability to engage, inspire, and development oriented Education / Certifications: A University's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience is required. Job specific requirements: - Experience working with Workday and/or Lean Six Sigma it is good to have - Experience in FMCG sector is good to have - Norwegian and English proficient speaker and writer is required Travel requirements: no relevant Work schedule: This role is based in our Oslo plant, work is carried out on-site. Weoffer: - Beneficial discounts in employee stores - Fully equipped gym and company sports club - The opportunity to rent company cabins - Free parking and charging stations for electric cars - Digital services from Avonova, e.g., video doctor and psychologist Relocation Support Available? No Relocation support available Business Unit Summary We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply! Our people make all the difference in our succes Mondelēz International is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation or preference, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Excited to grow your career? We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply! IF YOU REQUIRE SUPPORT TO COMPLETE YOUR APPLICATION OR DURING THE INTERVIEW PROCESS, PLEASE CONTACT THE RECRUITER Job Type Regular HR Strategy Human Resources