Hello, Tech Leader: Martina Lindblad Höst, HPE Sweden

When the Key Figures Institute recently announced Sweden’s most attractive employers, HPE Sweden ranked highest in the tech industry. The company’s HR Country Lead, Martina Lindblad Höst, sees this as recognition of the hard work that has been put in.

– At the same time, I think it’s important to remember that awards like these are essentially about something quite simple: people’s everyday lives. How it feels to go to work, collaborate, grow, and make life work. 

When Martina Lindblad Höst talks with her colleagues—even those who have been at HPE for 35–40 years—the same topics often come up: the opportunity for professional growth, the chance to try new things, and getting along well with coworkers.

– That says a lot. The combination of professional growth, culture, and flexibility makes a huge difference!

If you were to highlight one or two initiatives that have had the greatest impact on the employee experience in recent years, which ones would they be?

– I’d say that, above all, consistent efforts have the greatest impact—that we don’t constantly implement new things, but rather establish and improve the projects we already have. But our hybrid model, combined with initiatives focused on well-being—such as Wellness Fridays (four days off per year dedicated to our employees’ well-being) and incredibly generous parental leave policies—has definitely had a major impact. At the same time, culture is extremely important to us. Our “OneHPE” mindset, where we truly help one another, and our engagement in our employee resource groups and initiatives likeWe Are HPE Day, create a strong sense of belonging. And we make sure to listen—our employee survey isn’t just something we do once a year, but something we actively work on all the time.

Which employee expectations have changed the most in recent years, and how have you adapted to them?

– Flexibility is probably the most obvious factor—both in terms of where and how people work, but also how work life should fit together with life in general. We’ve also noticed that expectations regarding professional development and a sense of purpose have increased. We’ve tried to address this by creating an environment where flexibility is a natural part of the culture, while continuing to invest in professional development and an inclusive culture. Another key aspect is that we take a long-term view—not constantly launching something new, but sticking with what actually works.

How is AI already affecting your skill needs and your approach to recruitment and professional development?

– AI is already affecting us today, primarily by changing the skills required. It’s not just about technical knowledge, but also about being able to learn new things, adapt, and be curious. For us, this means an even greater focus on continuous learning and providing our employees with the right conditions to develop over time. In recruitment, we also place a strong emphasis on potential and the desire to grow. Our early-career initiatives—such as our regional university program, through which we recruit a number of graduates each year—are key pieces of the puzzle here.

What is the biggest challenge to remaining an attractive employer in the tech industry in the coming years?

– There are a lot of companies breathing down our necks! So, the biggest challenge is probably to keep evolving in step with the tech industry and the world around us—to attract the right talent while continuing to develop the people we already have. At the same time, I think it’s important to say that you’re never really done. This is an ongoing process. For us, it’s about continuing to listen, make adjustments, and build on what’s already working so that we remain a workplace where people thrive, stay, and grow.