Job Description

We are looking for a Senior People Business Partner to sit at the table with our CPTO and EVP Engineering. Not as a support function, but as the person who shapes how we build and lead the engine of our platform.
Trackunit is moving from an IoT and software play to a full Platform play, and Product & Engineering is where that transformation lives. This is a role for someone who thinks strategically, coaches instinctively, and is not afraid to challenge the leaders they work with when it matters. You will be part of a People & Talent organisation of 13 people that genuinely shapes the business, not one that simply supports it.
We work with a flexible hybrid setup. Work from any of our offices in Copenhagen, Aarhus, Kolding, or Aalborg, and remotely in whatever combination works best for you.
This role sits within People & Talent and reports to the Head of People Partnerships & Org. Development.

What you'll own
Success in this role is measured against five outcomes:
A people strategy that moves the business.The Product & Engineering segment has a jointly owned People Plan that connects directly to what the CPTO and EVP Engineering are trying to build. It is not a HR plan. It is a business plan with a people lens.
Leaders who get better because of you.Your roughly 50 leaders across Product & Engineering are more capable, more self aware, and more accountable to performance and culture because you are in the room. You know when to teach, when to guide, and when to coach, and you switch between those modes without being asked.
An organisation that is designed to perform.Structures, spans, layers, and role clarity are not left to chance. When something is not working architecturally, you diagnose it, name it, and drive the conversation to fix it.
Talent and capability that matches the ambition.Talent reviews happen, capability gaps are identified early, and strategic workforce planning in H2 is driven with rigour and connected to what the segment actually needs.
A culture that is lived, not just stated.The Trackunit Way is present in how Product & Engineering leads, builds, and works. When you see leadership behaviour that runs against our principles, you address it directly, with respect and with courage.
This year, the focus is on supporting the platform transformation in Product & Engineering, embedding strategic workforce planning, and building the leadership capability that takes us to the next stage of scale.

What's in it for you

• A seat at the table in one of the most exciting pivots in construction tech right now. At Trackunit we are moving from IoT to Platform play. You will be inside that transformation, not observing it from the outside.

• A place in an agile growth SaaS business with genuine ambition. Back in 2020 we were 150 employees. We have just passed 500. Change is the only constant at Trackunit, and we expect you to thrive in it.

• A talented and collaborative People & Talent team of 13 that actually shapes the business. Your PBP colleagues, TA team, and L&D function are genuinely good at what they do, and you will feel that from day one.

• Genuine flexibility. We agree on your impact and you decide how and where you do your best work. Offices in Copenhagen, Aarhus, Kolding, and Aalborg, and remote is real, not just something we say in a job posting.

• We take your personal and professional development goals seriously and support them through training, coaching, and an outspoken feedback culture. We do this by touching upon your impact on our triple focus: impacting yourself, impacting teams and relations, and impacting the organisation and strategy.

• Turning the Tide. At Trackunit, we are committed to creating and contributing to an inclusive workplace and this commitment starts with our hiring. We do not discriminate on the basis of gender identity, sexual orientation, personal expression, ethnicity, religious belief, or disability status. We assess candidates on their qualifications and merit. Learn more about TIDE and other DE&I initiatives here

• Strategically minded and operationally fearless.You can sit in a room with senior leaders and shape a people strategy, and then go and do the work yourself. You do not wait for the perfect setup, the right team around you, or someone else to pick up the detail. You have partnered with leadership teams in scale ups, ideally in SaaS, and you know that at this stage of a company's growth the best people operators move fast, get their hands dirty, and build as they go.

• Root cause obsessed.You diagnose before you prescribe. When a problem shows up, you look for the systemic cause and solve for scale, not just the immediate case in front of you.

• A skilled coach and advisor.You read what a leader needs instinctively, whether that is knowledge, a guided set of options, or a coaching conversation that leads them back to themselves. You do not give the same response to every situation.

• An organisational architect.You understand how structure enables or undermines strategy. You facilitate design conversations that help leaders build teams that actually perform, and you are not afraid to say when the current setup is the problem.

• Data driven.You connect people strategy to the metrics that matter. You use data to validate decisions, build dashboards, and hold leadership accountable to real outcomes rather than gut feel.

• A culture guardian.You embody and protect the Trackunit Way. You spot leadership behaviour that goes against our principles and you name it, directly and courageously.

• Broadly experienced with depth somewhere.You come with solid HR generalist experience, ideally with particular depth in one lifecycle area such as recruitment, reward, or L&D, and you are ready to operate with real strategic accountability.

• Own the People Plan for Product & Engineering together with the CPTO and EVP Engineering, bridging segment needs with the global People & Talent strategy

• Be the trusted thought partner and coach to approximately 50 leaders across the segment

• Lead organisational design work including structural reviews, spans and layers, role clarity, and workforce planning

• Drive talent reviews for the segment and own the follow through on capability gaps and development plans

• Lead strategic workforce planning in H2 in close partnership with Finance and the TA team

• Run quarterly engagement retrospectives with a focus on the collaboration and cultural shift scores that matter

• Champion the Trackunit Way across the leadership teams in Product & Engineering

Our hiring process
Skip the cover letter. We care far more about the impact you will create than how well you write about yourself. Here is what the process looks like:

• Virtual meet and greet.A short, informal conversation with someone from our People & Talent team. No tricks. We want to understand who you are and give you a real feel for us.

• 2nd Interview.You will meet your Hiring Manager. Expect a genuine two way conversation about the role, the segment, and how you think about the work.

• Team interview.You will meet key collaborators within the Product & Engineering segment and colleagues from the wider P&T team to understand the context, the dynamics, and what we are looking for.

• Case interview.You will receive a real world case to prepare and present to our CPTO, EVP Engineering, and Hiring Manager. Our way of giving you a preview of the actual work.

• Offer presentation and walk through.We are lucky to have you.