Group HR Manager

Brief

Aonic is one of Europe's fastest-growing technology groups, headquartered in Stockholm and spanning 600+ employees across 12 subsidiaries in Europe and North America.

We are seeking a senior HR professional (part-time or full-time) to take group-wide ownership of incentive structures (equity plans, option programmes and reward/compensation frameworks), with experience from a publicly listed environment, driving the professionalization of group-wide HR structures, processes and strategic direction.

The Aonic Group operates one of the world's leading customer engagement platforms for the mobile gaming and consumer insights industries, as well as developing and publishing a wide range of its own multiplatform video games to excite gamers worldwide. The group is on a fast growth path with an ambitious roadmap accelerating expansion across geographies and into adjacent areas.

You will work as a part of the group management, report directly to the group CEO and work closely with Group CFO, Group General Counsel and Group Corporate Development Manager.

Core responsibilities:

1.
Equity plans & reward frameworks

• Together with the CEO and external remuneration adviser, lead the design of new long-term incentive plans (LTIP), including structure, metrics and benchmarking
• Manage execution, maintaining updates and working on restructuring of the existing virtual option programme
• Develop, together with the CEO and external remuneration adviser, a coherent compensation framework across base pay, bonuses, benefits and job architecture.
• Upgrade the equity plan, rewards and performance management systems as well as compensation review and promotion processes

2. Management retention, succession planning and strategic People roadmap

• Design, together with the CEO, targeted management retention programmes.
• Identify key-person risks and build appropriate succession plans for critical roles.
• Help senior leadership prepare structured recommendations on retention and succession plans within their teams.

• Develop overall strategic roadmap for HR/people-related opportunities and risks as well as leadership development and coaching.

• HR roadmap, contracts, policies, and processes

• Support in recruiting and typical lifecycle management limited to Aonic holding team (currently 7 FTEs) – note that the other 600+ employees are covered by specific HR teams of the subsidiaries

• Harmonize practical controls around compensation cycles, equity registers and sensitive data management, and HR documentation with the local HR teams

• Review and update HR policies, employment contract templates and handbooks.

• Employee communication and education

• Develop clear communication lines to update employee shareholders on share plan transfers, vesting and other relevant milestones.

• Equip leaders with aligned messaging for reward and equity programmes.
• Provide accessible guidance to employees on equity plans and reward processes.

Relevant experience:

• 10+ years overseeing compensation, benefits and equity programmes in a senior capacity.
• Direct experience gained through an IPO process or in a listed-company environment with responsibility for executive remuneration.
• Demonstrated ability to work closely with the CEO, General Counsel and CFO on reward design, governance, documentation and disclosure.

Technical experience

• Deep understanding of equity plan mechanics including vesting, performance conditions, leaver rules and cross-border considerations.
• Experienced in preparing concise, decision-ready materials for the Board and relevant stakeholders.
• Ability to review legal documentation and draft policies together with General Counsel, ensuring reward and employee implications are well understood.
• Experienced in annual compensation cycles, performance management frameworks and promotion structures within a public-company context.
• Familiar with share plan administration, data accuracy requirements and practical control and processes considerations.
• Strong background designing targeted retention programmes and succession plans for key leadership roles.
• Proficient in implementing HR processes and documentation that supports future scalability.
• Swedish is not required.

Personal experience

• High integrity and strong judgment on confidential and sensitive matters.
• Hands-on and execution oriented, comfortable diving into detail while maintaining a broader strategic oversight.
• Structured, analytical and organised, able to manage multiple workstreams concurrently.
• Pragmatic and collaborative, with a focus on building sustainable structures for the long term.
• Comfortable operating in a very fast-paced environment where further clarity, process and governance are still being built.