Job opening

Programme Manager – Training Quality and Capacity Building at the Swedish Workplace Programme (SWP)

Location: Stockholm, Sweden

Conract Type: 3-year project contract with possibility of fixed-term, 6 months’ probation 

Start Date: As soon as possible

Please note: Successful candidates must have the right to work and reside in Sweden. NIR is not able to sponsor work or residence permits.

 

About

The International Council of Swedish Industry (NIR) and IF Metall, the Swedish Industrial and Metalworkers union are implementing the Swedish Workplace Programme (SWP) since 2019. The programme promote decent work and responsible business conduct in Africa, Asia and South America by stimulating partnerships between management and employees.

SWP aims to enhance productivity and promote responsible business practices by strengthening dialogue frameworks and equipping labor market actors with the skills needed to establish strong partnerships between management and employees.

The program is funded by the Swedish International Development Cooperation Agency (Sida) and operates in accordance with its guidelines. As Program Manager, you will join a dynamic, multi-regional team focusing on scaling up the program’s impact. Willingness and ability to travel is essential for this position.

Your Role

We are seeking a Programme Manager to lead the quality and performance of our training tools, methods, and delivery across all Hubs. The focus is on strengthening sound industrial relations and workplace cooperation. This role blends strategic oversight with hands-on execution, ensuring that training standards are consistent, effective, and scalable.

The Programme Manager will collaborate closely with country Hubs to uphold quality assurance, drive improvements, and ensure that training delivery meets expectations. A key responsibility will be to lead the transformation of existing training tools into finalized printed manuals and digital learning materials that are fit for purpose and ready for handover to major partners for large-scale implementation.

Key Responsibilities

Quality and Consistency

  • Ensure consistent application of training tools, materials, and delivery methods across all hubs.
  • Review, refine existing and further develop training content to maintain high quality and relevance.
  • Support hub teams in strengthening delivery capacity and maintaining standards.
  • Plan and implement training and capacity-building initiatives in new regions.
  • Design and deliver short-term or targeted interventions aligned with programme and partner goals.
  • Support integration of training tools into Team Sweden and other collaborative initiatives.
  • Lead the development of finalized manuals and online learning resources based on existing tools.
  • Collaborate with content developers, designers, and technical experts to ensure materials are user-friendly, scalable, and ready for institutional handover.
  • Oversee version control, testing, and final approval processes for all training products.
  • Work closely with programme management, regional teams, and external partners to align training priorities and delivery.
  • Contribute to strategic discussions on programme design and capacity development.
  • Produce quarterly reports on portfolio progress.
  • Identify gaps, risks, and areas for improvement, and propose actionable solutions.
  • Track and communicate performance metrics and outcomes to management.

Profile and Qualifications

  • Minimum five years of experience in programme management, learning design, or training quality assurance, ideally in an international or multi-stakeholder setting.
  • Knowledge and experience from social dialogue and labor market matters.
  • Proven ability to standardize and scale training content across multiple regions.
  • Skilled in project reporting, performance analysis, and continuous improvement.
  • Demonstrated experience in facilitation, particularly in diverse or cross-cultural settings.
  • Excellent communication and collaboration skills.
  • Comfortable working across cultures and time zones, with availability to travel globally.
  • Fluent in English; additional languages are an asset

What we offer

  • A global role with influence over how capacity building is designed and delivered.
  • Collaboration with ambitious, mission-driven teams worldwide.
  • An opportunity to scale strong ideas through partnerships and innovation.
  • Flexible working arrangements and respect for work-life balance

How to Apply

Please submit your CV and a cover letter detailing your qualifications and experience to recruitment@nir.se.

The application window closes on 23 December 2025

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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.