Andreas Krantz Email & Phone Number

Stockholm County, Sweden

Solna, Stockholm, Se

Head of SAS Group's HR function and 100+ HR professionals within HR Shared Service, HR Business Partnering and Center of Excellence securing functional excellence and secure the right capabilities for SAS. Responsible for the overall SAS strategic people agenda and policy leverage the HR delivery model across SAS and our 10 000 employees covering more than 20 countries. Key deliverables: • Re-designing SAS HR Delivery Model with increased business focus, clarity on roles and responsibilities and efficiency gains moving from 110 Heads to 75 heads. • Downsizing and restructuring of SAS during covid furloughing 11 000 employees facilitating the rebuild and design principles of a new organization with 5 000 less individuals to secure the future capabilities of SAS Strategy driving sustainability, digitalization, and customer offering. • Project owner and executive Sponsor of SAS Cultural Transformation program and Employee Value Proposition securing SAS attractiveness as an employer and retaining and attracting key talent. • People lead for the 7,5 BSEK saving program SAS Forward and Chapter 11 in-court restructuring process driving a comprehensive change management agenda. • Established centralized TA function and workforce plan to secure SAS growth strategy and digitalization ambitions building back SAS operational and digital capability in a recovering market with 3 000+ hires YTD across all functions and 150+ in IT & Digital.

Solna, Stockholm, Se

Functional lead for Compensation, Benefits and Pension and HR Shared Services including Payroll for the SAS Group. My team of +50 professionals deliver functional excellences for SAS totally 13 500 employees around the globe including total rewards, employer value proposition and payroll. Key deliverables: • HR transformation implementing a new people platform (success factor) including standardization and globalization of HR processes, change management and self-service concept empowered by HR Shared Service Function. • Implementation a new remuneration guideline (new Shareholders Rights Directive) including roll out of our enhanced Long-term incentive and Short-term incentive programs.

Waltham, Ma, Us

Responsible for the Commercial Operations in Europe and International covering more than 30 countries in a highly complex matrix organisation for the ImmunoDiagnostics Divison headquartered out of Sweden (Former Phadia or Pharmacia Diagnostics). Key deliverables: • Design and implementation of a new European commercial organization of 400 FTE across 20 countries addressing the consolidation in the market and securing e-marketing capabilities. • Fast track the establishment of emerging markets especially in LATAM and China securing anticipated CAGR and division footprint and market share of 200 FTE across 10 countries. • Drive long term strategic workforce planning securing a strong talent pipeline and succession in business-critical roles in a niche markets. • Design and delivery of divisional internal leadership program fast tracking aspiring leaders and assessment centers for executive roles and directors. • Implementation of People dashboard Power BI enforced data metrics to drive predictive analysis. IDD has 1700 Employees and a total turnover of 600+ MUSD.

Glattbrugg, Ch

HR lead for the Scandinavian HR team of 3 HRBPS and 4 HR Coordinators covering 7 Units in Denmark, Norway and Sweden with totally 1 700 employees. Key areas of responsibility are organizational optimization including cost savings strategies for labour cost, strategic workforce management, performance management and building an overall HR agenda that support operations. The coming years' focus will be on HR transformation further implementing the HRBP model and harmonizing structures and procedures to build a regional plattform capable of supporting the entire regional business at all levels. I was the HR lead for the HR stream during DD of the acquisition of the 400 FTE Inflight Service Global AB.Part of the Scandinavian leadership team and the Scandinavian Leadership Board. I am reporting to the Managing Director of Central Europe. I am also the Champion of Employee Engagement for Central Europe including Performance Management and Employee recognition.

Glattbrugg, Ch

I was responsible for the overall HR strategies and initiatives in Sweden covering more than 500 employees. I was reporting to the GM of Sweden, dotted to VP HR EMEA and had three direct reports. - Member of the SMT with responsibility for sourcing, training and development budget- Large focus on developing and implementing solid talent and performance management process that support the Business strategy and close the HR backlog gap. - Driver of organizational development, change management initiatives and industrial relations- Key role as a business partner/project lead to the European division in identifying and implementing a number of HR strategy projects within the Division and Sweden.- Outsourced the payroll function

Glattbrugg, Zürich, Ch

Expat assignment supporting the integration team of Sydney merging newly aqcuired catering units in Sydney and Cairns with existing business. Main focus taks is evaluating cost structures of EBA's, communications and onboarding in terms of training and introduction to corporate standards and values as wells as guidance and support to operations and management in HR related matters.

Cedar Rapids, Iowa, Us

Responsible for the running HR processes in the company’s offices in Stockholm, India, Dubai, Russia and previously the Hong Kong office and US office in Sterling. I established clear HR structures and procedures by implementing processes and policies that supports the long term business strategies and financial plan. I also implemented and tailored the corporate HR and ES&H processes to support the Swedish business, laws and culture. I was responsible for the Performance and Talent Management, successions planning, compensation and benefit strategies including the annual merit increase review. I was also in charge of the equality, diversity and inclusion initiatives and active employer branding strategies. The ES&H overall responsibility was also situated in my position. I supported, trained and coached managers in HR related question (including legal), I managed organizational changes (redundancies i.e.) and union negotiations. I reported directly to the Swedish MD and dotted to the EuMEA HR business partner in a matrices organization. I was a member of the Swedish Management team. I had two people reporting to me dottedline and I had budget responsibility for HR and ES&H in Sweden.

Irvine, Ca, Us

Interim Head of HR within several HR areas. - "IT company within Banking" (9 month)1) HR maturity assessment - process improvement and compliance evaluation. 2) New people policy framework3) Corporate reporting and business analytics - "IT Company" (8 months)1) External recruitment consultant – focus on software engineers within J2EE, EJB3, SOA and JBoss 2) employer branding strategies to win the war for talent in the highly competitive IT sector. - "Defence company" (4 months)1) Continuous HR-work throughout the employee life cycle. 2) Updating of policies, employee handbook, HR strategy plans, 3) Implementation of new US bonus program. 4) HWE framework and corporate guidelines. - "Heavy industry company" (2 months)1) Employee handbook framework. 2) Implementing performance appraisal framework

Recruitment and competence development consultant for three projects: 1) Revised recruitment process improving screening 2) Leadership upskilling program focus on labour legislation, performance management and communication3) Implementing employee engagement survey and policy framework

Bachelor, Human Resource Management

Bachelor, Business Economics

2012, Certified Facilitator

Certified Tester, Assessment Tool

Certified Opq And Verify Tester

Executive Hr Diploma