12/11/2025
SPOTLIGHT
Andreas Nyberg is building an HR function that supports CapMan’s growth ambitions. The company culture and the mix of generations foster personal and professional growth, while also driving sustainable business development.
The competition for outstanding young professionals, key employees, and leaders remains fierce.
”I’m used to working hard, both strategically and hands-on. My first year at CapMan has been intense”, says Andreas Nyberg, Head of HR.
Andreas represents a new generation of HR leadership: one that insists on seeing the bigger picture and looking ahead, even in the midst of a hectic day-to-day. For him, letters and numbers carry equal weight – because modern HR is as much about business results as it is about people.
He joined CapMan in 2024.
”What piqued my interest in joining was the opportunity to build an HR function that supports CapMan’s growth ambitions. CapMan truly has an entrepreneurial culture, and that has become very visible during my first year with the company.”
Andreas grew up in Finland, studied both Hospitality Management and Business Administration in Helsinki, and is fluent in both Swedish and Finnish. After nine formative years in different HR roles at the Nordic Investment Bank in Helsinki, he and his partner moved to Stockholm in 2017. He worked at Arla Foods and Roschier before being headhunted by Nasdaq, where he played a key role in a period of transformation between 2019 and 2024.
“The years at Nasdaq, that is not only a global exchange operator but also a financial technology provider, gave me a clear insight into the real power of HR – when it is a close advisor to the business.”
What positively surprised him at CapMan is the human-centric approach, especially for being within private equity.
“This is really unique and in line with our core values of delivering sustainable growth.”
Intriguing mix of generations
In his role as Head of HR, Andreas Nyberg always needs to keep an eye on the future. CapMan, like many companies, is entering an exciting period with a fascinating mix of generations. This is both a challenge and an inspiring opportunity.
At CapMan, over half of the 200 employees and leaders are millennials or older, while Generation Z represents about a quarter and is growing in numbers. Over the coming years, Gen Z – raised on digital technology, social media, and instant information – will play an increasingly central role.
“The differences between generational preferences can create tensions within organisations, which places new demands on leaders, especially. I personally choose to see generational mix as a strength and a possibility to learn from each other.”
These shifts mean that both younger and more seasoned employees and leaders need ongoing development. HR’s role is to ensure the organisation evolves so that these generational differences become bridges rather than barriers, fostering a vibrant and diverse environment.
Andreas draws his passion for teamwork and his methodical, long-term approach to make it happen. CapMan’s advantage lies in its culture of continuous learning – where growth isn’t just encouraged, it’s expected.
Together with and thanks to my team, we’ve achieved a lot in a short time. We’ve carried out several key recruitments, reviewed internal processes, and implemented several operational efficiency initiatives. My colleagues truly deserve credit for their dedication and efforts during the last year.”
Trends shaping HR
Andreas identifies three key trends driving the evolution of HR.
First, the European Pay Transparency Directive increases regulations and demands for transparency. It means roles must be clearly defined, comparable, and benchmarked. It is about understanding where the company stands, applying pay equity, mapping career paths, assessing skills, and experience.
Second, technology is rapidly transforming all areas of HR, such as recruitment, online learning, and leadership development, to name a few. To fully harness the technological advances, Andreas sees a need for further enhancing CapMan’s HR systems and processes.
Third, diversity is a business imperative, not a stand-alone initiative. “By continuing to focus on creating a culture of belonging, inclusion, and wellbeing, we are building a resilient organization that will be better adapted for change. At the same time, we are better positioned to serve our clients in an even better way, which adds value to their business.”
Measurable part of business
As Head of HR, Andreas’ approach is about making processes simple, effective, and measurable. Well-planned and executed, the HR achievements can be evaluated and tracked, much like financial targets.
For Andreas, the ambition for HR is to continue evolving as a core part of CapMan. CapMan’s expertise and experience are not only applied internally but also serve to inspire across the company’s portfolio businesses, real estate, and other assets.
“It’s an exciting journey in itself”, he notes.
Even though CapMan has its own structures, Andreas notes that the need for a business-aligned HR function is very similar to that of other companies. A well-developed HR team covers everything from strategic considerations as a business partner, bonuses, and sustainability, to recruitment, learning and development, and the overall people experience.
One of the key factors driving constant evolution is to deliver new functions. This autumn, CapMan’s HR team will, for example, roll out a new recruitment tool, designed for skill-based recruitment. It will support hiring managers to focus on key competences and to run the process more efficiently. Alongside this, interns will participate in a shared onboarding program for an even better introduction to CapMan.
Through this structured approach, new young professionals gain both a thorough understanding of the company and a genuine sense of belonging from day one.
Culture, leadership, and competition
For CapMan, staying one step ahead and demonstrating the company’s appeal to young talents, together with more experienced professionals, is crucial. Finding the right talent can be challenging.
“But we manage to reach out effectively. For our intern positions in Sweden and especially in Finland, for example, we get some 200 applicants. Most of the candidates applying are exceptionally qualified and driven. For a fair and skills-based recruitment process, we apply different assessments. The assessments help the hiring managers make an objective decision when hiring and thus, minimize any bias.”
Andreas is convinced that CapMan’s strong culture makes the company an attractive employer.People go above and beyond in a professional environment. There is an impressive breadth of knowledge and experience, which is valuable in the interactions between the investment teams and the portfolio companies.
In the face of constant change, Andreas will use his habit of thinking outside the box to innovate, creating the conditions for shaping the collaborative environment in which he thrives.
“I enjoy work and I enjoy CapMan, and this is an important part of my life. To keep a good balance, I try to get as much exercise as possible, like going to the gym or taking walks –it keeps my mind sharp.”
Andreas Nyberg
Born: Ekenäs, Southern Finland
Residence: Stockholm.
Education: Master of Business Administration, 2013–2015, Arcada University of Applied Sciences, Helsinki, Finland and Bachelor in Hospitality Management, 2004–2008, Arcada University of Applied Sciences, Helsinki, Finland.
Role: Head of HR at CapMan since September 2024.
Previous Experience: Senior Director, Organisational Strategy Leader, 2021–2024, Nasdaq and Senior HR Business Partner, 2019–2021, Nasdaq. Senior HR Professional, Roschier 2018–2019. HR Business Partner, Arla Foods, 2017–2018. HR Business Partner & HR Generalist, Nordic Investment Bank, Helsinki, Finland 2008–2017.
Interests: Travelling, exercise, dogs, food, and Italy – and learning Italian with moderate success
Introducing spotlight – stories from behind the scenes at CapMan
This is the second part of the Spotlight series – our new content series offering a look behind the scenes at CapMan through the eyes of our people. In each edition, we’ll share career stories, insights into the work of CapManians, and what motivates them in their roles.