Job opening

Chief Financial Officer

Are you an experienced finance professional with broad experience of all the processes in a smaller finance function – and ready to take responsibility for the whole?

As NIR enters a new strategic period for 2027–2029, we are looking for a hands-on CFO to run and develop our finance function. You will be a close partner to the CEO and the programme operations, with responsibility for everything from day-to-day financial processes

Location: Stockholm, Sweden

Contract Type: Full-Time, 6 months’ probation 

Start Date: 3 May, 2027 or by agreement.

Apply

Send your CV and a short cover letter to recruitment@nir.se 

Apply by 11 December 2026.

Applications are reviewed on an ongoing basis, so we encourage you to apply early. 

For questions about the role, please contact CEO Christine Bäckström.

About the role

As CFO, you will be responsible for NIR’s financial management, control and reporting, and provide financial analysis and support to the CEO, the Board and programme operations. The role is broad and covers four main areas:

  • Financial management and monitoring – budgeting, monthly results, financial analysis, overhead monitoring, and reporting to the CEO and Board.
  • Financial reporting and compliance – year-end closing, annual reporting, VAT and tax returns, and reporting to funders, the Board, auditors and public authorities.
  • Support to programme operations – assisting Programme Directors with project budgets, financial monitoring, contracts, procurement and financial project control.
  • Leadership and development of the finance function – responsibility for efficient financial processes, the development of procedures and ways of working, and administration of the Xledger financial management system.

 

You will work largely independently within your area, in close collaboration with the CEO and the Programme Directors. You will have room to improve processes and ways of working along the way.

Your Profile

We are looking for an experienced finance professional with long and broad experience of a smaller finance function as a whole – someone who has worked with, or been involved in, all of its processes, from daily bookkeeping to year-end closing and reporting. You are:

  • Experienced across the full financial cycle in a small or medium-sized organisation.
  • Ambitious and unpretentious, and ready to take on both small and large tasks.
  • Able to keep a helicopter view of the whole while handling the details – self-directed, meticulous and good at prioritising and building trust across the organisation.
  • Proficient in Xledger or similar ERP systems (Visma.net, Microsoft Dynamics 365, SAP Business One), with experience of financial management, project accounting and reporting.
  • Highly proficient in Swedish and English, with a solid understanding of Swedish accounting, VAT and tax regulations.

Experience of development cooperation funding, project accounting and donor reporting is a significant advantage, as is experience of operations with partial VAT deduction rights.

What we offer

A hands-on CFO role with real responsibility.

NIR is large enough to offer financial complexity – international programmes, donor funding, member revenues and Board-level governance – and small enough for you to see the impact of your work and influence how the organisation operates.

ABOUT NIR

NIR is a member-based non-profit organisation where Swedish business expertise meets international development cooperation. Since 1960, we have brought together leading companies, public-sector actors, development partners and financial institutions to create better conditions for responsible business in complex markets. Backed by some of Sweden’s largest export companies and leading financial institutions, we combine a strong network with the agility to turn dialogue into action.

Our working environment is characterised by committed colleagues with diverse expertise, close collaboration and short decision-making paths.

Closing date

11 December, 2026

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EXECUTIVE SUMMARY

This executive summary presents the findings from the study “Workplace Cooperation: Finding Practical Solutions in the Colombian Context,” conducted by the Fundación Ideas para la Paz (FIP). The study evaluates the added value of the Swedish Workplace Programme (SWP) dialogue and cooperation model within the Colombian labor market.

Throughout 2022, FIP dedicated efforts to thoroughly understand the SWP model, including its concept, foundations, implementation process, and contributions to the labor market. In 2023, FIP documented the experiences of three companies—SKF Latin Trade, Securitas, and Epiroc—that implemented the SWP model in practice. The study also included face-to-face workshops to gather feedback from various stakeholders including civil society, businesses, government, academia, and international cooperation. The findings suggest that the SWP model has the potential to strengthen labor relations, contribute to decent work, and resolve workplace conflicts in Colombia.

The case studies highlight the importance of collaboration between employers and workers to promote decent work and sustainable development in Colombia. They demonstrate that social dialogue facilitates worker participation in labor decision-making, enhances their representativeness, and promotes cooperation between employers and employees, thus improving labor relations and contributing to the well-being of both employees and companies.

The SWP model is particularly noted for improving workplace relationships and commitment to jointly finding solutions to challenges faced by workers and the company. It empowers workers, enhances leadership, and helps integrate business policies into daily practices, reducing the initial disconnect between management objectives and the day-to-day realities of workers. The study also highlights the model’s capacity to manage conflicts constructively, transforming the perception of conflict as an opportunity for improvement. Structured dialogues deepen understanding of the underlying causes of conflicts, fostering empathy and facilitating effective resolution. This promotes a culture of collaboration and a democratic approach to decision-making, building trust.

Additionally, the model is recognized for enabling workers to make decisions, identify challenges, and propose solutions that impact their well-being, and bridging gender gaps in the workplace. Its inclusive approach adapts to the unique needs and characteristics of each company, promoting a stronger and more diverse organizational culture. It also drives good work performance and productivity by involving workers in problem identification and resolution, as well as in implementing improvements and efficiently identifying ESG (Environmental, Social, and Governance) risks for companies.

The document identifies the SWP model’s added value in empowering direct interaction among labor stakeholders in Colombia, overcoming historical or cultural reservations, and contributing to the development of stronger labor relations and improved workplace environments in the country.

Challenges and opportunities of the model are also discussed. The study points out the importance of addressing value chain risks, particularly in a global context where corporate clients demand decent work processes and due diligence. It emphasizes the need to integrate SMEs into this process and use anchor companies as drivers of social dialogue throughout the value chain. The role of the state in social dialogue and the importance of highlighting the benefits of the model for adoption across various business sectors are discussed.

The opportunities of the model include raising awareness of human rights in the workplace in line with the United Nations Guiding Principles (UNGP), to strengthen due diligence, manage risks, promote long-term sustainability, and improve organizational culture. The document also underscores the importance of involving workers in change processes, leveraging their insights for continuous improvement of processes, and fostering innovation opportunities. Lastly, it suggests replicating the model in value chains to address work environment risks and gender biases, involving suppliers and contractors, and integrating the model into corporate policies to strengthen existing programs and transform organizational culture towards resource efficiency and effective participation of employers and workers.