Anna Utzon Email & Phone Number

Copenhagen, Capital Region Of Denmark, Denmark

Köpenhamn, Capital, Danmark

Unilever Denmark employs 200 employees mainly occupied within Sales and Supply Chain. I have a local responsibility for the HR department consisting of 5 people.Broad line of tasks including, Talent Management, Learning & Development, Employee relations, Future of Work, Engagement, Business Integrity, Compensation & Benefits.

Copenhagen, Capital Region, Denmark

Re-design of the Learning & Development strategy with enhanced focus on business execution.Design of curicula and overall content of initiatives.Support to in-house trainers in respect to design of content & performance as a trainer.Acting as a trainer my-self and conducting various workshops in areas of teamwork and collaboration.Project leader of the.

Copenhagen Area, Capital Region, Denmark

I am one in a two person department, globally responsible for training & development in areas like innovation, digital transformation, agile/design thinking, leadership, personal leadership, communication and more.We offer development programs for leaders, specialists and graduates. We conduct assessment centers for high potentials, supporting the internal.

Copenhagen Area, Denmark

• I teach personal development, leadership development and group dynamics. Amongst assignments can be mentioned that I am a certified trainer in UGL, "development of groups and leaders", Swedens most used leadership.
• Business strategy
• Marketing
• Leadership/organization
• Product development
• Project management I established my own business to allow for some more flexibility in my work-life. My daughter was born with mental and physical disabilities and needed extra care during her first years of living.

Malmö, Skane County, Sweden

Certified Assessment Consultant at Hudson Talent Management Academy in Brugge, Belgium. Senior Lead Assessor for Volvo AB:s internal succession planning for upper/middle management.

• Trelleborg’s turnover 2008 was 3 BEUR, with 25.000 employees in 45 countries
• A newly established position with overall responsibility for the Group’s Talent Management Strategy
• Implementation of a global Talent Review Process
• Redesign of the Group’s management trainings programs
• Start up of an Employer Branding project

Ballerup, Denmark

• Responsible for the HR-function in Denmark and for the six employees in the department
• Member of the Management team
• Establishment of a new HR department with new roles and changed fields of responsibility
• Outlining the HR strategy with focus on recruitment, development and retention of employees
• Project leader of an organisational development project together with Boston Consulting Group
• Leader of a Talent Review Process for the 500 white-collar employees, including rating of performance and potential, competence evaluation and succession planning

Stockholm, Sweden

• Skanska’s turnover in 2005 was 12 BEUR with about 60.000 employees globally
• I was responsible for the establishment of a new central Talent Management function for the Group, including 15 Business Units in Europe, United States and South America. Skanska’s top 700 managers took part in the TM.
• Implementation of the Group TM strategy in the Business Units across the Group
• Design of competence profiles, rating systems for performance and potential as well as succession planning
• Design and implementation of a IT-system supporting the TM process
• Project management of the yearly Talent Review Meetings together with the Group management and respective Business Unit

Stockholm, Sweden

• Closing down the business of Skanska International AB. Including negotiations of conditions with unions, re-placements, outplacement and terminations of contracts with employees.
• Overall responsibility for the HR function in Skanska International Civil Engineering AB and for the 6 employees in the department
• Member of the management team
• Responsible for the ex- and repatriation of project employees
• Re-design of general stipulations/terms of employment for employees on projects around the world
• Qualitative on-site surveys of working conditions on projects around the world

Stockholm, Sweden

• Responsibility for the Institute and it´s 7 consultants with different nationalities
• The institute designed and carried out three different “in-house” training programs for about 200 managers yearly + Assessment activities and Mentor programs
• Responsibility for changing the Institute into a profit centre, resulting in increased demand for training and positive financial results
• Host and trainer for one of the training programs
• Assessor at the Assessment Centres

Stockholm, Sweden

• Development and realisation of Assessment Centres – including interviews, tests, role-plays, strategic cases and presentation exercises – for about 100 managers yearly
• Training of Assessors (senior managers) and actors
• Acting as Assessor – including writing of reports, feedback of results and coaching of the participating managers
• Host and trainer for one of the leadership training programs
• Responsible for a mentor program

Stockholm, Sweden

• Project manager of a project on equal rights for the genders
• Editor of the staff magazine
• Recruitment
• HR-administration

Bachelor’S Degree, Human Resource Development And Labour Relations With Advanced Studies In Management And Organisation

Radical Collaboration

cooperation, problemsolving & negotiation

Development Of Group And Leaders, Teacher Training, Hugl

Certified Assessor

Human Resources Executive Program

Advanced Cours In Development Of Group And Leaders, Fugl

Development Of Group And Leaders, Ugl

Icf Certified Coaching Course