We’re excited to introduce Elsa Ahlenius, our new Head of HR! With over 13 years of experience in the tech industry, Elsa brings a wealth of knowledge in everything from recruitment to employee development. Her passion for fostering a positive and inclusive work culture is key to making Devport an even better place to work.
Elsa is eager to jump in, helping us grow by aligning HR with our goals, streamlining processes, and enhancing employee satisfaction. We’re looking forward to all the great contributions she’ll bring to the team!
Can you tell us a little about your professional background and what led you to a career in HR?
Perhaps being a middle child gave me a head start in practicing diplomacy, negotiation tactics, empathy and problem solving. What truly convinced me to pursue HR as a career was my experience in my early 20’s when I lived and worked in New Zealand as an Assistant Store Manager for a retailer. This role provided me with real hands-on experience in various aspects of employee management from recruitment and training to conflict resolution and performance management. Since graduating from university over 13 years ago, I have held numerous positions ranging from HR Generalist to Business Partner and ultimately HR Manager roles. These roles have equipped me with broad competencies across all different aspects of the employee life cycle.
I have mainly worked in the IT/Tech industry for different consultancies and product companies, so the organizational dynamics, opportunities and challenges for a company like Devport are all very familiar to me.
What previous roles have you held in HR, and what have you learned from those experiences?
I have always worked in broad roles where you handle all aspects of the employee life cycle which has allowed a deep understanding of all HR functions. I think this has equipped me with the skills to handle complex issues with empathy and to drive both the short- and long-term initiatives required to create the overall success for an organization. I am particularly passionate about Performance Management as a tool to help employees reach their full potential and ensure they feel valued and supported in their work environment.
Is there any achievement in HR that you are especially proud of?
I think just in general working hard in the recent years to maintain a positive work culture, engagement, and motivation despite challenging macro factors such as the pandemic, war in Ukraine, energy crisis and recession. Supporting employee morale has been more crucial than ever and I believe HR’s influence within most organizations has grown as we’ve been deeply involved in navigating challenges and shaping new work practices. My efforts focused on fostering a sense of belonging and teamwork, promoting wellness and enhancing work productivity resulting in continued high employee satisfaction and low turnover.
How would you describe your leadership style?
I think it is very important to constantly work on your self-awareness to be able to lead yourself and others. If I know my strengths & weaknesses and what situations that triggers certain behaviours, I can build stronger relationships, make more informed decisions and drive engagement in those around. I try and be authentic and genuine, sharing my knowledge and acknowledging my mistakes to create a collaborative and open environment.
My reflection on leadership is that many struggle with feelings of inadequacy and isolation due to immense pressure, balancing numerous responsibilities, and facing high expectations. The belief that stronger leadership can solve most corporate problems reflects our desire for straightforward answers. However, the lack of a common definition of leadership makes it difficult to pinpoint what makes a great leader. Despite the multibillion-dollar industry dedicated to identifying key leadership traits, there isn’t a one-size-fits-all answer. At Devport I will want to pave the way for a more realistic and supportive approach, focusing on our individual contributions to creating a well-functioning work environment by raising our self-awareness.
What values and principles are most important to you as an HR manager?
My focus is on engagement, accountability and collaboration in our workplace culture where our employees feel involved, responsible and connected.
Work is such a significant part of our lives, and it should be a meaningful and enjoyable experience. By adhering to these principles, I strive to ensure that our work environment is not only productive but also a place where employees can thrive both personally and professionally.
How do you handle conflicts within a team or between employees?
To handle conflicts within a team or between employees, I believe in addressing issues early to prevent escalation. I encourage the individuals involved to talk things out as part of an early intervention strategy. When conflicts become more severe, I step in as a mediator to help them find common ground. My approach focuses on addressing the specific behaviors that caused the conflict, making it easier to work towards a resolution without personalizing the issue.
It’s important to distinguish between the intent and the potential impact of our actions. To foster empathy, I ask each person to paraphrase and reflect on what the other party has said, helping them understand the other person’s perspective better.
What are your main goals for the HR department in your first year?
In a business where our people are at the core of who we are and what we do, the HR department must be closely aligned with the strategic agenda. My primary goal in the first year is to build an HR function and operating model that supports Devport’s growth journey. This includes digitizing our people processes, developing our talents as well as building a strong culture while maintaining connectivity in a distributed organization.
How do you plan to improve our corporate culture and employee satisfaction?
There are so many great things that Devport is already currently doing through initiatives such as CSR and sustainability efforts, wellness programs, and social activities. To build on this success, I plan to continuously gather feedback from our employees to identify areas for improvement and to determine what aspects of our culture are most valued. By understanding where we can achieve the highest gains, we can better prioritize our efforts.
One of the most powerful ways to unleash the potential of our people is by fostering a culture of learning and development. Encouraging a growth mindset where we dare to try new things, expanding our knowledge and promoting innovation will be key on this journey.
Can you provide examples of how you have managed change and implemented new processes in previous roles?
It has been everything from implementing new technologies and process improvements to large organizational re-designs and merger & acqusitions. In any change the key is planning and communication and ensuring you repeat the message of why something needs to happen so that everyone understands the purpose and benefits from doing something different. As a leader you need to be very present to address concerns in order to reduce resistance and help shift focus on to the positive outcomes.
How do you view employee development and career progression within a company?/ What initiatives do you plan to take to promote continuous learning and development?
In a consultancy, the dynamic and project-based nature of our work uniquely positions us to support employee development. Project rotations not only help retain talent but also keep consultants’ skills sharp and relevant. I will oversee our performance management process to ensure it is built to capture the dialogue required to shape the employees development and career aspirations with intent. I also believe in promoting a culture where we share our learnings as well as encouraging constructive feedback to help identify areas for growth.
What does diversity and inclusion mean to you, and how do you plan to integrate this into our organization?
Diversity and inclusion to me mean embracing and celebrating the differences in intellectual capital, personalities, and experiences within our organization. These differences are our strengths, allowing for diverse perspectives to be heard, challenging us, and inspiring innovation.
At Devport, we have already seen the impact of diversity, with 15% of our current workforce hired from the international market, a number that is expected to continiously grow over the coming years. We need to continue making sure that our processes and practices are inclusive from the recruitment phase throughout the employee life cycle to be able to offer a dynamic and successful workplace for all.
Can you give examples of how you have previously worked to improve diversity within an organization?
By developing work practices that promotes inclusion such as flexible working arrangements, anti-discrimination policies and leadership training focusing on professional, respectful and collaborative behaviours. By raising our self-awareness we can work on our personal biases and prejudices and challenge our assumptions.
How do you ensure effective communication between the HR department and other parts of the organization?
I think it is any company’s biggest challenge to communicate effectively within a distributed organization, where the majority of the workday is spent on customer premises. I see it as one of my biggest tasks to continue bringing the Devport community closer together and to reach out with relevant HR information in dedicated channels. For my function in particular there needs to be a closeness and open door policy even if it is through a hybrid/remote setting.
What motivates you the most in your role as an HR manager?
What motivates me is the opportunity to reinforce a purpose and a sense of belonging for everyone working in the company. I believe that the impact from having engaged employees and a productive work environment is what sets successful companies apart from others. Seeing individuals thrive and contribute to the organization’s success drives me to continually improve and innovate in my role
Is there anything else you would like to add or that you want us to know about you?
Having worked abroad for many years, I’ve had the opportunity to develop my cultural awareness and adaptability to new situations. This also makes me very grateful for the things we can offer our employees on the Swedish labour market. Just take our generous holiday laws or strong parental leave rights as an example.
On a lighter note, I have a quite unique way of laughing that can escalate into fits of laughter with those around me. I shared a moment of wholehearted laughter with my new colleagues on my second day, which, to me, is a promising sign that I’ll thoroughly enjoy my time here. Overall, I look forward to bringing my diverse experience and positive energy to Devport.
“Vi fortsätter att anpassa verksamheten till marknadens förändringar och ser redan effekter av våra insatser. Med stärkt struktur, hög kompetens och ökad bredd i kundbasen står vi väl rustade för framtiden,” säger Charlotta Dehn, VD för DevPort.
