All jobsHuman Resources
12 Human Resources Jobs in Norway
Building systems that shape how people experience work, day after day.
Average salary: NOK 811,364
Average salary
NOK 811,364
across 11 jobs
- Senior HR Business Partner, Organisational Development & Change
- Statkraft
- Oslo, Norway
- NOK 900,000 – NOK 1,100,000
- HR Business Partner
- Egmont
- Oslo, Norway
- NOK 750,000 – NOK 900,000
- HR-konsulent – HR Shared Service (ettårig vikariat)
- Skanska Norge
- Oslo, Norway
- NOK 550,000 – NOK 650,000
- People & Culture Manager
- Accor
- Oslo, Norway
- NOK 650,000 – NOK 800,000
- Rekrutterings- og Opplæringsansvarlig
- NorgesGruppen
- Molde, Norway
- NOK 600,000 – NOK 750,000
- HR Spesialist
- Norsk Hydro
- Vestland, Norway
- NOK 550,000 – NOK 700,000
- Labour Relations Specialist
- DOF
- Bergen, Norway
- NOK 700,000 – NOK 900,000
- Global Total Rewards Partner
- DNV
- Oslo, Norway
- NOK 900,000 – NOK 1,200,000
- Global Reward Lead (Temporary Cover)
- Norwegian Refugee Council
- Oslo, Norway
- NOK 900,000 – NOK 1,100,000
- HR- og kundekonsulent
- Adecco Group
- Tromsø, Norway
- NOK 550,000 – NOK 700,000
- People & Culture Director
- Tom Wood
- Oslo, Norway
- NOK 900,000 – NOK 1,100,000
- Talent Acquisition Lead
- Tieto
- Norway
- €70,000 – €90,000
Human Resources roles involve designing recruitment strategies, managing employee relations, structuring compensation and benefits programs, developing learning initiatives, and providing strategic people guidance to business leaders. Employers typically seek candidates with degrees in Human Resources, Business Administration, or related fields, along with certifications like SHRM-CP or PHR for senior positions. These roles exist across all organization types—from startups to enterprises—and range from individual contributor positions in specific functions like recruitment or learning and development, to senior Human Resources Business Partner roles that advise executive leadership.
Human Resources jobs by city
- São Paulo65
- Buenos Aires63
- Singapore50
- Doha46
- Seoul43
- Colombia42
- London42
- Berlin40
- Pune32
- Shanghai32
- Mexico City32
- Tokyo28
- Bengaluru28
- Bogotá25
- Barcelona24
- Paris23
Specialities in Human Resources
Questions
What education or certification do entry-level Human Resources roles require?
Most entry-level positions require a bachelor's degree in Human Resources, Business, Psychology, or a related field. Some employers hire candidates with relevant certifications like the SHRM-CP or associate-level credentials, or accept candidates with demonstrated Human Resources experience in lieu of formal credentials.
What does a typical day look like in Human Resources recruitment?
Recruiters source candidates through job boards and networks, review applications and resumes, conduct initial screening calls, coordinate interviews with hiring managers, and manage offer negotiations and onboarding logistics. The pace varies by hiring volume and season, requiring flexibility between deep focus work and rapid-fire candidate communication.
How do Human Resources Business Partners differ from generalist Human Resources roles?
Business Partners provide strategic advice to specific departments or business units, focusing on organizational development and leadership guidance. Generalists handle broader Human Resources functions like payroll, benefits administration, and policy compliance across the entire organization.
What skills matter most for Human Resources professionals?
Strong communication and active listening enable effective employee relations and conflict resolution. Project management, attention to detail, familiarity with Human Resources information systems, and knowledge of employment law also form the foundation of competent Human Resources work.
How does compensation and benefits work differ from other Human Resources functions?
Compensation specialists design salary structures, manage equity programs, and analyze market data to ensure competitive pay. Benefits administrators focus on health insurance, retirement plans, and wellness programs—requiring expertise in plan design and regulatory compliance distinct from recruitment or employee relations.
What does learning and development work actually involve day-to-day?
Learning and development professionals assess skill gaps, design training programs, manage online learning platforms, and measure training effectiveness. Work includes conducting needs analyses, creating content or sourcing external providers, and tracking participation and outcomes.
Is Human Resources people operations the same as Human Resources administration?
People operations is broader, encompassing systems, processes, and data management across all Human Resources functions. People operations professionals build workflows, implement Human Resources technology, analyze people metrics, and ensure operational efficiency—going beyond traditional administrative tasks.
How do employee relations specialists handle conflict?
Employee relations professionals investigate complaints, document concerns, facilitate discussions between parties, and recommend solutions or disciplinary actions when needed. This requires impartiality, strong documentation skills, and knowledge of employment law and company policy.
What is the typical progression path in Human Resources?
Entry-level positions like Human Resources Coordinator or Recruiter lead to specialist roles like Senior Recruiter or Compensation Analyst, then to Human Resources Manager or Human Resources Business Partner positions. Advanced professionals may become Human Resources Directors or Chief Human Resources Officers overseeing entire functions.
Do Human Resources roles involve managing people directly?
Entry-level and specialist roles typically do not have direct reports, though they influence outcomes through processes and recommendations. Human Resources Manager and senior roles generally include team leadership responsibilities.