Spotify’s New HR Chief Shares Her Secrets to Successful Remote Work and Employee Wellbeing

Spotify’s HR Chief Shares Insights on Remote Work, AI, and Employee Well-being

Spotify appointed Anna Lundström as its Chief Human Resources Officer in April 2025. Having joined the company in 2016 and previously serving as VP of HR, Lundström played a key role in launching Spotify’s “Work from Anywhere” policy in 2021. This remote work strategy significantly reduced employee attrition by 50%, highlighting its success.

Now overseeing HR for 7,500 employees across 180 markets, Lundström steps into the role during an exciting phase—Spotify recently marked its first full year of profitability since 2008. She shares practical insights on integrating AI into HR, prioritizing mental health, and aligning people strategy with business goals.

Joining Spotify: A Strategic Move

Before Spotify, Lundström spent nearly a decade at NASDAQ in HR within financial services. She was drawn to Spotify’s expanding presence in the U.S. and its product, which she personally uses and values. Her Swedish background also aligned well with Spotify's roots, making the move a natural fit.

Embedding AI in HR Practices

Lundström emphasizes learning as the core of Spotify’s AI approach rather than rushing to implement technology without preparation. The company launched tailored AI training programs ranging from basic prompt usage to advanced role-specific courses, aiming to build AI literacy across the workforce.

In HR, Spotify has adopted people analytics tools like Disco, which provides real-time data on attrition and employee engagement, eliminating reliance on outdated spreadsheets. Another platform, Echo, uses machine learning to function like an internal LinkedIn, enhancing networking and collaboration.

For HR professionals interested in applying AI effectively, exploring courses on AI tool databases can provide valuable guidance.

Mental Health and Culture: Core HR Priorities

Mental health is a major focus. Spotify recently introduced a personalized mental health platform, Modern Health, to better support employees. Lundström views a healthy workforce as a competitive advantage and emphasizes retaining top talent by evolving culture in step with business growth.

She stresses that the best people experience comes from closely linking people strategy with business strategy, ensuring HR initiatives directly support company goals.

Work from Anywhere: A Thoughtful Remote Policy

Lundström and her colleague Alexander Westerdahl designed Spotify’s “Work from Anywhere” policy, launched in early 2021. Instead of following trends blindly, they trusted their high-performing, motivated employees to choose where they work best.

A key addition is “Core Week,” a yearly event where core teams meet in person at an office of their choice to collaborate, socialize, and plan. This balances remote flexibility with the need for connection.

Her advice on return-to-office debates is simple: companies should do what suits their business and communicate openly with employees. Trust and respect form the foundation of any successful work model.

Standout Employee Benefits

• Parental Leave: Six months of fully paid leave for all parents, including men, women, same-sex couples, and surrogacy carriers.
• Wellness Week: An annual company-wide break in early November with no emails or work communication. This helps employees recharge simultaneously, avoiding the usual post-vacation backlog.

Collaborating at the Executive Level

Lundström highlights her decade-long tenure and deep knowledge of Spotify’s business and product as assets that strengthen her role. Weekly executive meetings keep HR tightly connected to company priorities, fostering fast, collaborative decision-making.

Her experience supports a key lesson for HR leaders: building strong relationships and aligning people initiatives with business goals is essential for impact.

Spotify’s approach offers practical examples for HR professionals aiming to modernize their departments, integrate AI thoughtfully, and create flexible yet connected workplaces.