Rainbow Maker, founded by Iris Lindman, is revolutionizing how businesses handle human resources. With years of expertise in customer service, sales, management, and human resources, Lindman has established a business that views HR as a growth engine rather than a barrier. Her leadership experience and conviction in the strategic importance of human resources have established Rainbow Maker as a preferred partner for companies looking for innovative, efficient, and seamless HR solutions.

Here are some highlights from a special interview with Iris Lindman, in which she talks about the difficulties facing HR in contemporary companies, the effects of cutting-edge technologies like artificial intelligence, and her strategy for helping businesses navigate revolutionary years.

1. As the founder of Rainbow Maker, you specialize in supporting companies that lack their own HR departments. Can you share some of the biggest challenges you’ve encountered in helping these organizations develop effective HR strategies? How do you tailor your approach to each business?

One of the biggest challenges I’ve encountered is when managers don’t take my advice, and the consequences I’ve prepared for them to become reality. I always conduct an impact analysis with our clients to help them understand the potential outcomes of their decisions. This includes illustrating the financial impact because the ‘finance-language’ is one that everyone understands.

When a manager doesn’t act on advice despite thorough preparation, and the situation worsens, it becomes significantly harder to manage. Another challenge is that we’re often brought in when a conflict is already brewing rather than being involved as a proactive business partner.

To address these challenges, we always start with a ‘start-up meeting’ to better understand the client’s business and organizational structure. One of the most critical aspects we focus on is identifying where the revenue comes from because everyone in the company should align with this key factor.

2. You have extensive experience in both strategic and operational HR roles, and your company offers a wide range of services from recruitment to employer branding. What do you see as the most critical areas for SMEs to focus on when building a strong HR foundation, and how does Rainbow Maker help address these needs?

A lack of structure and processes is one of the most critical challenges for SMEs. Without these foundations, companies often struggle to focus on their clients and revenue effectively. While startups don’t need every process in place from the beginning, the need for structure becomes apparent as they grow.

Rainbow Maker steps in to establish these foundations, tailoring solutions to each company’s specific needs. We help businesses put the right processes in place so they can operate more efficiently and focus on their growth.

3. Rainbow Maker’s mission is to transform HR into a growth partner for modern businesses. What specific initiatives or services do you provide to help companies shift their HR functions from being operational to becoming strategic drivers of business growth?

Understanding the business and quickly identifying where the revenue comes from is crucial to making an impact. Every company has unique challenges based on its industry and goals, so no two solutions are the same.

We assess each organization’s specific needs and implement strategies that shift HR functions from operational tasks to strategic initiatives that support long-term growth. Aligning HR practices with the company’s revenue streams and objectives helps turn HR into a key growth driver.

4. With your background in AI for HR and design thinking, how do you see emerging technologies shaping the future of HR? Can you give us an example of how you’ve integrated AI or innovative approaches into your work at Rainbow Maker?

The Design Thinking course I completed emphasized creativity, innovation, and challenging outdated routines. It taught me to encourage clients to think outside the box and approach problems with fresh perspectives.

As for AI, it’s an entirely different game-changer. It’s incredibly effective and useful in saving time and optimizing workflows. Personally, I’m on a mission to increase awareness of how AI can transform businesses. I often inspire clients to explore how they can incorporate AI into their operations, whether it’s through streamlining processes, enhancing decision-making, or identifying new opportunities for efficiency.

5. Given your experience in supporting organizations through both successful and challenging times, how do you guide businesses through HR-related crises? Can you share a specific example where your intervention made a significant difference to an organization during a period of change or adversity?

The type of crisis determines the approach, but one constant is preparing management to understand that navigating such situations takes time. How a crisis is handled in the initial stages is crucial.

Whether it’s the sudden death of an employee, a workplace accident, an escalating conflict, or the need for downsizing, these situations demand swift and thoughtful action. From my experience, when handled correctly, a company’s employer brand can actually emerge stronger after a crisis.

For example, during a downsizing process, we worked closely with management to ensure transparency, fairness, and empathy. This not only helped retain employee trust but also enhanced the company’s reputation as a responsible employer.

Through her leadership and innovative approach, Iris Lindman continues to redefine the role of HR in modern businesses. By transforming challenges into opportunities, she ensures Rainbow Maker remains a trusted partner for organizations seeking growth and resilience.

Looking to do business in Sweden? Reach out – we’re here to help! For more details visit: https://www.rainbowmaker.se/