At Atlas Copco Group, empowering people to thrive through trust, inclusion, and a growth mindset is at the heart of our culture. Our innovation is fueled by passionate people committed to growing and reaching their full potential. In this episode, Cecilia Sandberg, Head of HR for Atlas Copco Group, is joined by Jessica Clarke, Group VP Talent & Learning, to explore what transitions are, why they are so difficult, and how we can navigate through them.

Change is everywhere - new technologies, reorganizations, hybrid work models, shifting customer expectations. Yet, research shows that 70% of change initiatives still fail - not because the strategies are wrong, but because the transition isn’t supported. As Jessica shares, “It’s the human side that makes or breaks it.” The conversation unpacks the psychology of transitions, shines a spotlight on the “Neutral Zone” as defined by the William Bridges model of transitions, and offers practical ways to accelerate through it using behaviors rooted in collaboration, curiosity, experimentation, and resilience.

Change is the external event, while transition is the internal process. Change is the new job title; transition is adjusting to new responsibilities and identity. The Neutral Zone - the messy middle between the old and the new - is both challenging and full of possibility. It’s where real growth and innovation happen, but also where most transitions fail if not supported. Leaders and individuals alike are encouraged to normalize this phase, create forums for questions and reflection, celebrate micro-wins, and protect time for learning and feedback.

As the episode concludes, the message is clear: understanding transitions isn’t just a leadership skill - it’s a life skill. Supporting transitions is mission critical; when people feel guided through the Neutral Zone, they emerge stronger, more adaptable, and more aligned with the new beginning. Cecilia sums it up: “Change is the event. Transition is the journey. And it’s in that journey that growth happens.”

Tune in to discover why the supporting transitions is not a “nice to have” but it’s mission critical. When people feel guided through the Neutral Zone, they emerge stronger, more adaptable, and more aligned with the new beginning. Listen to the episode here.

What truly defines a strong employer brand? And how do we turn employees into genuine brand ambassadors? In the latest episode of our Atlas Copco Group People Podcast, Cecilia Sandberg, SVP & Chief Human Resources Officer, and Dorna Eriksson Shafiei, VP Talent & Learning, explore the real impact of employer branding in today’s competitive talent landscape.

“Employer branding isn’t about slogans or glossy campaigns - it’s the lived reality of our people,” says Dorna. Authenticity is key: research shows employees trust each other’s stories far more than corporate messaging. When our values are reflected in everyday experiences, we create a culture where people feel proud to share their journey.

"I like to think of it as a mirror: your employer brand should reflect who you really are, not who you wish you were. And when those two align—your promises and your reality—that’s when you have something really powerful to share." Dorna continues.

“There is one key dimension that matters when you want to turn employees into true brand ambassadors, and that is alignment. If our values are truly embedded in how we attract, recruit, promote, and reward people, then employees don’t have to be ‘trained’ to be ambassadors. They just live it”, ads Cecilia.

The episode dives into practical ways to build a brand that attracts and retains top talent. Pay and benefits matter, of course. But what really tips the balance today are things like meaningful work, flexibility, growth opportunities, and inclusion.

In a world defined by constant transformation, what does it take for HR to stay ahead of the curve?

In the latest episode of our Atlas Copco Group People Podcast, Cecilia Sandberg, SVP & Chief Human Resources Officer, and Dorna Eriksson Shafiei, Vice President Talent & Learning, explore the evolving skills, mindsets, and strategies shaping the future of HR.

“The way we approach HR has evolved significantly in recent years—driven by advancements in AI and changing employee expectations. Traditionally, HR has been viewed primarily as a compliance-focused support function. While compliance remains essential, the scope of our work has broadened dramatically. Today, HR is increasingly recognized as a strategic partner at the heart of the organization,” says Dorna.

Cecilia adds, “The role of HR as a data-driven function is absolutely foundational. And it’s no longer just about tracking traditional metrics—it’s about using data to truly understand employee needs. That includes measuring engagement, identifying burnout risks, and uncovering career development aspirations.”

HR’s role in creating clear growth pathways is critical to retaining top talent. People are looking for more than just a pay check—we are all looking for purpose, growth, and development. And HR, in close partnership with leaders, plays a central role in delivering on that expectation.

Tune in.