paul arnesen

As an HR and strategic talent management consultant, I lead the transformation of HR and people processes for businesses of all sizes, with a particular emphasis on the technology sector, to foster a supportive and inclusive work environment. My approach entails developing and implementing robust strategies to strengthen your company's human resources, especially for the people and establishing solid systems to ensure long-term organisational success.

I help startups and established businesses enter global markets by providing expert headhunting and recruitment services, often by using modern digital marketing techniques. My expertise is in efficiently locating and recruiting the right personnel, which is critical for developing a solid human capital base and launching and scaling successful international businesses.

I specialise in recruitment strategy, recruitment marketing, employer branding and cross-cultural management practices and provide strategic human resource advisory and agile interim HR solutions. My extensive knowledge of agile talent strategies and cross-cultural management ensures that your human capital is fully optimised for international success.

HR & Strategic Talent Management Consultant

Company Confidential

Increased the global workforce from 5,000 to 12,000 employees and contractors. Led company-wide recruitment restructuring, overseeing a critical initiative to restructure global recruitment operations following the client's long-term vision.

Grew a candidate database to over two million leads. Established online recruitment channels and utilised advanced social media marketing and PPC techniques to attract a large pool of potential candidates. Over 2 million candidates are organised and tagged for optimised recruitment processes and outsourcing.

Currently providing strategic HR advisory and interim solutions, focusing on recruitment strategy and execution for various projects. Leading up to 10 people.

The specifics of this leading tech company in the online entertainment industry must be kept confidential as part of a non-disclosure agreement. Regardless, it is noteworthy that they have pioneered an innovative talent outsourcing model. This company caters to a global audience and attracts and trains a diverse talent for hosting, moderation, support, and assistance roles. Their approach expertly blends technology with creative talent management, setting new standards in the entertainment industry worldwide, while details of their operations and achievements are kept confidential under the NDA.

Strategic Recruitment Advisor

Talentroo

Developed tailored staffing strategies for a diverse client base, focusing on the unique challenges of
international and remote workforces.

Managed a team of over ten freelance and contract recruiters, orchestrating client projects to success and ensuring excellence in service delivery.

Built collaborative relationships with global companies such as Medivet, DeepCode, and Lano, delivering
bespoke HR solutions that resonated with their business models.

Independently launched Talentroo, shouldering the multifaceted roles of web dev.

Founder | Talent acquisition consultant

- Assisting in recruitment projects for Norway for client such as Eqiunor, and any other clients in the EMEA, conducting targeted recruitment projects to meet diverse client needs within AMS.
- Collaborating closely with stakeholders across Norway and EMEA to ensure recruitment solutions are tailored, effective, and aligned with specific project goals.
- Utilising expert knowledge of the Norwegian and EMEA job markets to guide sourcing, assessment, and placement processes, ensuring successful outcomes for AMS's recruitment projects

Senior Recruitment Specialist

Moa Solutions OÜ

Roles included Owner at Diginom Solutions, Co-Owner and Consultant at Flaneur Web Solutions AS, and Independent Business Owner at Moa Solutions OÜ.

Multidisciplinary Consultancy: Provided services that spanned GDPR, Data Protection, and Online Privacy Consultancy, offering a comprehensive approach to client needs in these areas.

Global Client Engagement: Worked with a diverse clientele worldwide, gaining valuable experience in cross-cultural communication and international business practices.

Digital Marketing Expertise: Had the opportunity to work on digital marketing efforts, including SEO, PPC, and lead generation, which helped broaden my skill set.

Business Management: Managed the operational aspects of various businesses, from client acquisition and relationship management to service delivery and quality assurance.

Independent Contractor

Company confidential

As a Global Strategist, I oversaw the strategic planning and development of teams across South America, Eurasia, and Asia within the legal employment frameworks. This position required on-site and online training to ensure operational compliance and effectiveness across multiple regions.

One of the unique and challenging aspects of my job was developing global, multilingual marketing strategies for their travel service with the marketing team. These strategies helped me gain valuable experience building target global campaigns for different cultures and people.

I also established their remote communication channels and procedures suitable for different time zones, allowing for effective asynchronous work. This initiative was critical for ensuring continuous and seamless collaboration among geographically dispersed teams.

In this position with this international travel company (they ended operations due to the pandemic), I oversaw the coordination of 90 to 120 contractors engaged in data processing, data entry, and customer support. I also managed a large IT and marketing team. My strategic initiatives and leadership contributed significantly to the company's strong presence in the travel sector while managing a diverse workforce across multiple continents.

Global Strategist

Sports Club Sarpsborg

General Manager for 20-30 full-time and part-time employees.

General Manager

Employee Policies & Orientation: Initiated new HR practices and established employee policies. Conducted orientation sessions for new team members to help them align with company goals.

Team Expansion & Management: Managed daily operations, including salaries, budgeting, and scheduling. Facilitated a 10% increase in headcount to meet the organisation's evolving needs.

Conflict Resolution: Acted as the liaison between management and employees to address issues, manage contracts, and resolve work-related problems.

Talent Attraction/Employer Branding: Created a new employer profile and established a strong social media presence to attract new talent.

Advisory Role: As an HR Advisor, while still a student, I had the chance to work on job descriptions, feedback systems, and performance management, enriching my early career experience.

Human Resources Manager

ANSA - Association of Norwegian Students Abroad

Worked as an adviser and leader for a team of volunteers supporting all Norwegian students in New Zealand, 
Arranged social gatherings and meetings with professional organisations and people in New Zealand. Volunteer position.

Chairman New Zealand

Konica Minolta Nordics

B2B Seller of digital solutions for copy, scan and print to businesses of all sizes. Direct customer contact and focus on problem solving for customers. Found prospects through leads and bidding processes. Conducted between 10- 30 calls on average per day. Measured on various incentive-based programs and competitions designed to assist with goal achievement. Follow-up of over 50 existing customers. Responsible for product implementation and relations with new unique assigned clients.

Sales Consultant

Coca-Cola Enterprises Norway

Responsibility for my own client portfolio of grocery stores. Ensured that the stores always had goods in store and in stock. Responsibility for carrying out campaigns for Coca-Cola in store by new product launches and other promotions. Daily customer follow-up and contact with the store managers. Annual, monthly and weekly sales figures were measured and compared with previous years. Top 3 seller in Norway within the same segment two years in a row.

Hey! I am Paul

A snapshot of me:

I am your go-to for modern HR, great talents and workplace culture. Great with global teams, strategic HR, and cross-cultural management practices. Ready to chat over virtual coffee? I am happy to connect.

The extended version:

I lead the charge in creating HR and people solutions that enable businesses and their employees to work efficiently globally. With over 20 years of professional experience, with more than 10 in Human Resources, I specialise in developing dynamic, inclusive environments where innovation takes centre stage.

My aim? To set businesses' up for global growth! It all comes down to strategically combining cutting-edge HR and talent practices with a good understanding of cross-cultural dynamics. My projects range from creating environments that foster creativity and professional development to improving online recruitment strategies for global talent.

What distinguishes me? It's the freedom I allow clients and teams to experiment, develop, and innovate, which leads to ongoing progress and excellent results. My motto is to create an environment where people feel free to be themselves, dive in, and enjoy themselves, with proper guidance.

Working with me means getting a combination of strategic vision and a people-focused, hands-on approach. I can help you up your HR and talent plans by streamlining your hiring procedures or fostering a culture of ongoing learning and development.

Let's connect if you're prepared to grow your company using tactics that celebrate diversity and creativity while finding, nurturing, and retaining elite talent.

Just a quick note so you are aware:

I'm all about sincere relationships and worthwhile connections. I'm all ears if you're willing to make meaningful changes rather than just a fast sale.

I am excited to partner with you on this journey of growth and success. My virtual door is always open for a conversation that sparks transformation.

Paul Arnesen

Integration Looks Different When You’re Living It

Here’s a thought for a Friday.

I live in Italy, and Italy talks a lot about integration. Politicians debate it. Journalists analyse it. People argue about it online. Like many other places around the world. 

But integration feels very different when you’re the one actually trying to build a life here.

You feel it in the small moments. At the grocery store, where fast (spoken) Italian and local dialect make you realise you’re still learning the rhythm. At the public office, where forms seem written in another universe. And in social life, where friendships grow slowly and quietly, almost like layers you have to earn.

Meanwhile, the media frames migration as numbers, borders, and flows. But you live the human version. The daily adjustments. The polite misunderstandings. The moments where you feel welcomed, and the moments where you don’t.

That’s why integration isn’t just political. It’s cultural. And it’s deeply personal. And on a Friday, it’s worth pausing to notice the gap between how it’s discussed and how it’s actually lived.

Global HR & Talent Acquisition Leader | Scaling International Teams | Recruitment Operations & People Strategy

Let’s put words to something many people working across cultures recognise but rarely name. 

Leading in global environments often means navigating meaning, not just language, and much of this happens quietly, in everyday interactions.

If this is part of your reality, you may find my latest (and first) article for the Cultural Proficiency Exchange (CPX) useful.

Open article: Leadership as Translation: The Invisible Work Of Belonging by open.substack.com

Leadership as Translation: The Invisible Work Of Belonging

Sharing my new piece on cross-cultural leadership from our Cultural Proficiency Exchange (CPX) Substack. 

Substack will be exclusive for CPX, so have a read and follow there if you are interested in global HR and cross-cultural topics.

It has been a while! Many of you here follow my writing on HR, cross-cultural leadership and global teamwork. It’s the work I’ve dedicated most of my 

Open article: Why I’m Sharing New Writing on a Different Platform by Paul Arnesen • 1 min read

Why I’m Sharing New Writing on a Different Platform

Here’s something I learned the hard way working across many different cultures:

People don’t respond to your intention.
They respond to what your behaviour means in their culture.

That simple truth changes how you see silence, hesitation, directness, and trust in global teams.

If you’re navigating this too, you might appreciate my latest article for the Cultural Proficiency Exchange (CPX)

Open article: Your Leadership Defaults Aren’t Universal by cpxexchange.substack.com

Your Leadership Defaults Aren’t Universal

Leaders working across regions know this tension well. The data says one thing, but the lived experience tells another story.

Global teams don’t interpret metrics the same way. Culture shapes how people read belonging, trust, and inclusion. And that’s exactly why strong numbers can still hide quiet gaps.

When you look beyond the data, you start to see how people understand their place within the system. You see what the dashboard can’t capture. You see the reality inside the metrics.

That’s the work that builds trust.
That’s the work that strengthens global teams.

How do you make room for these different interpretations in your own organisation?

View company: Cultural Proficiency Exchange (CPX)

Why the distance between data and lived experience matters for global teams.

This framework explores how leaders can read the realities inside the numbers, and the human experiences that strong metrics often hide.
For organizations working across cultures and regions, this perspective matters because trust and belonging are shaped not only by the data, but by how people interpret their place within it.

(Full post linked in the first comment.)

#leadership #culture #inclusion #belonging #cpx #globalbusiness #crossculturalcommunication

Not All Sheep Graze on Equal Ground

Here’s a thought for a Friday.

I never studied in my home country. Every degree I earned came from a system built on norms I didn’t grow up with. People talk about international education as if it’s effortless and exciting, but it feels very different when you’re the one trying to find your footing in unfamiliar terrain.

You feel it in the everyday moments.
In lectures, where a shared context is assumed.
In seminars, where your style is misread.
In assignments, the most challenging part is decoding expectations that no one explains.

And what’s been on my mind this week is how quickly classrooms become uneven when cultural awareness is missing.
Some start on steady ground.
Others start on a slope.

But that slope teaches you things no curriculum covers: how to observe, adapt, and question assumptions others don’t even notice.

So as this week ends, I’m grateful for that climb. It shaped how I understand people and how I help teams bridge cultural gaps today.

The toughest environments often teach the skills you rely on the most.

Why “data-driven” can sometimes mislead us

You hear this phrase everywhere.
But when data becomes the headline, people often become the footnote.

Working with global teams makes this even clearer. Numbers can highlight patterns, but they can’t hold context. They can’t capture exclusion, nuance, or the quiet signals people feel long before anything is measured.

That’s why leadership must remain people-led. Data can inform us. It shouldn’t define us.

Where do you see organisations relying on metrics when they should be listening instead?

What are organizations really projecting when they say they’re “data-driven”?

In this week’s reflection, Eleanor Lumsden explores how our obsession with data can blur the line between perception and truth, and why leadership must stay people-led, not machine-led.

Part II of III in the series How Data Culture Erases Lived Experience.

(If you missed Part I, it started with a simple question: What happens when we hire people who can measure inclusion but have never lived exclusion?)

📖 Read the full essay on Substack:

https://lnkd.in/d-kwjNzh

Destination Lofoten

Digital Markedsfører

Solskjerming AS

Online Marketing Specialist

Nvrest Marketing OÜ

- Webdesign (specialize in Webflow)
- Search Engine Optimization
- Online Marketing

Director

Flaneur Web Solutions AS

Co-Owner

UrGodt

Owner

1896 Travel

- Business development
- Marketing and sales
- Tour manager
- Travel planner for big school groups

Senior Sales and Marketing Executive

Aventis School of Management

B2C/B2B sales, internal/external marketing, student service and business development. A versatile role that requires me to improve the company's overall performance.

Student Engagement Manager

- Student recruitment
- Various marketing and planning

Assistant Manager in Sales & Marketing

Government Health Sector, Fredrikstad  municipality

Part-time personal assistant at a psychiatric clinic. Provided assistance
for both mentally and physical disabled people and gave them
guidance through day to day issues.

Personal Assistant

Egmont Norway

Collaborated in a marketing team on the promotion of ”TV2 Sporten SnowShow”, Norway’s biggest winter event.

Marketer / Promoter

Coca-Cola Drikker ASA, Fredrikstad

Daily interactions with grocery store managers and employees. Tasks consisted of online ordering of beverages, maintaining customer relationship, promotion, marketing and placement of Coca-Cola`s products.

Part-time sales consultant

After many years abroad, living in both Singapore and Thailand, I’m now back in Norway. Currently anchored up in beautiful Lofoten, Norway. 

On my journey, I've gained rich experiences and tons of fun on the way. As the Digital Marketing Manager here at Destination Lofoten, I can finally combine my experience in the digital realm with my passion for destination development.

taplio

The Battle

Paul Arnesen

Ole H. Arnesen Rosenvinge

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taplio

The Battle

Paul Arnesen

Ole H. Arnesen Rosenvinge

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Paul Arnesen's LinkedIn Performance

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