On March 1st, 2026, it will be 10 years since I founded dinHR AS.
At a point in life where I felt experienced enough (40 years old) to trust my competence, young enough to take bold steps, and with children old enough not to starve in front of the bread box if I wasn’t home exactly at 4:00 PM. And, importantly, with a strong support team behind me (thank you – you know who you are).
The idea was simple: HR must be accessible.
Not only for large organizations with dedicated HR departments and solid budgets. Small and medium-sized businesses – those who may not need or afford a full-time HR resource – should also have access to professional HR expertise. Because often, it does not take much to improve a workplace and strengthen a leader’s confidence.
HR’s role is to help organizations succeed – strategically, culturally, and operationally. It begins with solid frameworks and thoughtful practices. It is realized through leaders who are supported in exercising competent, clear, and confident leadership.
HR Craft in Practice
Over these ten years, I have written countless employee handbooks, conducted numerous engagement surveys, recruited and offboarded employees, navigated restructurings, temporary layoffs, redundancies – and built culture.
I have also contributed to the digitalization of HR through assessments, system selection, and implementation – aiming for integrated solutions where systems communicate effectively, processes are seamless and efficient, and unnecessary duplication is eliminated. Most recently, I have immersed myself in AI for HR.
I have operated HR functions and built them from the ground up. I have worked closely with leaders who want to improve, and established structures and support systems that make it attractive for employees to stay, contribute, and grow over time.
I care deeply about solid HR craftsmanship.
That means:
- aligning legislation and practice
- recognizing communication as key
- ensuring structured and transparent processes
- treating people with respect
Being part of an HR process is not always easy. Sometimes it involves difficult situations and decisions with significant consequences. Experiences will always be personal, but the process itself must be objective, professionally grounded, and carried out with integrity. That is an ambition I bring into every assignment.
Never Fully Learned – Fortunately
One of the most rewarding aspects of HR is that there is always a new challenge. A situation that looks familiar – but is never exactly the same. You can never lean back and say you are fully trained.
I like that.
During these ten years, I also completed formal coaching education. This has strengthened my methodological approach to advisory work. I apply a coaching and development-oriented style when there is room for reflection and learning – and a more direct and decisive approach when the situation requires it. Sometimes the task is to ask the right questions. Other times, it is to provide clear advice. Professional HR practice is about knowing the difference.
Coaching and career guidance are among the most meaningful parts of my work. Supporting people in rethinking their competence – and perhaps even their life direction – is deeply rewarding.
So rewarding that I am now pursuing my second master’s degree, this time in Career Guidance. Not because I have to, but because I want to stay updated on research and new approaches. The field evolves. So will I.
Relationships That Last
Some clients have been with me from the very beginning. Skarpnes is one of them, and that is truly meaningful.
I know I perform at my best when I understand the organization’s culture, its leaders, and its people. When HR is not an external function that “comes in,” but an integrated strategic partner.
For the past five years, I have served as HR Business Partner for Tellu – an innovative company operating in a forward-looking and demanding market. Being part of that journey has been both challenging and inspiring. I truly feel part of the team.
In recent years, I have also worked with international leaders responsible for operations in Norway. Explaining Norwegian labour law while interpreting Norwegian workplace culture is an exercise in both legal understanding and cultural insight. It is educational. And important.
A conscious goal for me has also been to build a geographically independent business. Today, I deliver HR services to clients across Norway. Much of modern HR work – advisory services, leadership support, structural development, and organizational processes – can be conducted effectively in digital formats without compromising quality or closeness. At the same time, I am of course physically present when required or when it adds value to the process. For clients, this means access to solid HR expertise – regardless of location.
From 5 to 10 Years
When dinHR reached five years, I felt I had “made it.” I had built something sustainable.
At ten years, I feel mostly gratitude.
Gratitude for being able to design workdays with clients I enjoy working with, assignments that challenge me, and a scope that admittedly requires energy and dedication.
I am still slightly too good at saying yes. That has consequences for the 24 hours we are all given. But it also means I get to be where things happen.
The HR profession needs new voices. That is why I have co-founded HR Folk AS – an initiative aimed at supporting young HR enthusiasts in building their professional foundation. The goal is to provide a platform for competence development, practical experience, and confidence in the role, so they can grow into capable and courageous HR professionals. Good HR is not built solely through experience – it is built through community, guidance, and deliberate professional development.
I continue to have an office in Kristiansand – and now also in Kristiansund.
The Road Ahead
I will continue on the same path.
I will keep learning.
I will keep developing.
And I will continue to digitalize.
Currently, I have four digital courses in progress:
- AI for HR
- Redundancy step by step
- Temporary layoff step by step
- Norwegian HR for international leaders (in English)
There is a clear need for them. So when I prioritize the time – and I will – they will be completed and launched. And perhaps there will be webinars on timely topics, and breakfast seminars. Because it is genuinely enjoyable.
HR must continue to be accessible. That was the starting point ten years ago – and it remains the direction forward.
Thank you to all clients, partners, and leaders who have trusted me over the past decade. It is never taken for granted.
Curious about my background? Feel free to connect on LinkedIn.
And if you are wondering whether I can support your organization – reach out at kine@dinhr.no.
If it might tempt you……
30 min jubileumsrådgivning
Jubileumsrådgivning – 30 minutter GRATIS strategisk HR-sparring i mars i anledning dinHR sitt 10-årsjubileum.
Har du en konkret HR-utfordring eller behov for å rydde i en pågående prosess? Book en gratis samtale i mars og bruk tiden til å få struktur, retning og faglig trygghet. Du velger basert på det du trenger!
Velg dato og klokkeslett:
