How Peab built a culture of learning – and turned competence into a strategic asset
Industry
Construction & Civil Engineering
Head office
Förslöv, Sweden
Employees
15 000+
Client since
2014
“We’ve built an entirely new infrastructure for learning and development, with Kompass at the center. It’s not just about digitalization, it’s about a completely new mindset.”
Cecilia Bergensjö, f.d. Chef Kompetensutveckling, Peab
Background
With over 15,000 employees across Sweden, Norway, and Finland, Peab has long made learning and development a top priority. But as their digital infrastructure fell behind, the challenges became increasingly evident. The existing learning platform offered limited support for e-learning, and many key processes—from course registration to certification—were still handled manually.
What’s more, there was no clear connection between performance reviews and employees’ actual development plans.
The result was a fragmented view of the company’s overall skills landscape—affecting both managers and the broader organization.
Peab didn’t just need a new platform.
Solution
The collaboration with Grade marked the beginning of something more than an IT project. It became a transformational journey—a shift in how Peab approached learning, guided by the principles of transparency, accessibility, and everyday usefulness. Together, Peab and Grade implemented the Talent platform, internally branded as Kompass. The goal: create a tool that anyone could use—regardless of role, department, or country. Kompass was built mobile-first, with simplicity and accessibility in mind, to work just as well on-site as it does in the office.
In the early rollout phase, Peab migrated legacy data, built a digital training catalog, and began creating e-learning content using Grade’s Composer authoring tool. A new onboarding program for new hires was launched—an immediate success that gained traction across the organization.
Results
Today, Kompass is much more than a learning management system—it’s a central hub for skills development and learning at Peab, and even among their external partners.
The system is fully integrated with Peab’s HR systems and the industry’s competence databases, enabling real-time matching of skills to projects.
Managers use Kompass to plan development initiatives, build teams, and track progress toward goals.
Employees have a clear overview of their personal development paths, making career growth visible and achievable.
Leadership uses data from Kompass to guide strategic decisions. With visualized competence data at both the individual and organizational level, Peab can act proactively rather than reactively.
“Kompass has allowed us to build a culture where learning is part of everyday life—not an exception. It’s a whole new way of thinking about competence.”
Cecilia Bergensjö
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