Else-Marie Nedergaard Email & Phone Number

Copenhagen, DK

København, Hovedstaden, DK

• Head of Compensation & Benefits for all employees in TDCnet including developing and executing on strategy, politics and activities, and driving the annual C&B cycle. Overall Responsible for
• positioning with job architecture, IPE scoring and leveling
• performance, global annual merit increase and off-cycle adjustment process, global goal setting, Short Term Incentives, Long Term Incentive, retention bonuses etc.
• benefits
• mobility

Cambridge, Cambridgeshire, GB

Local country HR Manager for Denmark & Norway working together with Country Director and Nordic HR Director. Responsible for advising line managers and employees on Human Resources. Responsible for managing payroll and HR system (WorkDay).

Copenhagen, Copenhagen, DK

• Vendor relationship and agreement management. Onboarding processes and rethinking HR workflows. Leader support and dialogues. Budget responsible.
• Contractual responsible and administrator towards payroll-, and pension provider, and pension broker including compliance incident reporting.
• Comparative analysis on Health & Well-being (risk assessment against health insurance usage) to find patterns and launch preventive initiatives fitted to culture.
• Elimination of all operational excel sheets and change to HRIS supported workflows.
• Re-thinking the on-boarding process putting the employee first and based on experiences from trouble shooting employees questions.
• Leading and operational management of the global annual processes including performance management for all employees and managers.

New York, NY, US

• GDPR compliance, Job level frameworks, Title alignment and salary benchmarking
• A variety of projects executed for several multinational companies, primarily with HQ in Denmark and the Nordics.
• Pre-launch of retail survey to the Danish market with unique positions and competency descriptions.
• Accountable for 35 clientsRESULTS
• 35 Clients received guidance on best usage of recognition and knowledge of how communication enforce the achievement of the business objectives, ensuring that the outcomes meet current and future business needs and are.

Roedovre, DK

• GDPR compliance, Aligning HR processes, Vendor selection for HR system, Inventing and creating HR key figures dashboard.
• Responsible for change management of aligning HR processes, and adjacent guidelines in DK, NO, SE, and PL in coordination with local HR.
• Implementation of HR GDPR processes
• Specified requirements for a dashboard used for analyzing FTEs and employees’ costs.
• Responsible for global salary annual budgeting process in coordination with Finance and Accounting RESULTS
• Ensuring HR GDPR compliance

Ballerup, DK, DK

• HR digitalization, Global alignment of bonus catalogue, and job level implementation.
• Subject Matter Expert on requirements to new HR system IT system. Responsible for business cases and vendors relationships and agreements management.
• Redefining the bonus program to be aligned with the new strategi and subsequent implementation of program from target setting process to end-year evaluation.
• Core team member in global position banding project with mapping of all 5000 positions regarding level, job, and carrier path for harmonization using Mercer’s evaluation terms.
• Leading and operational management of the global annual processes including performance management for all employees, executives, and Board of Directors.
• Designing and working with finance and accounting for creation of an information dashboard with HR key figures.RESULTS

Wilmington, DE, US

• Culture Change Management, Merge of terms of employment, Aligning benefits, Communication & training
• Lead Project and responsible for merge and alignment of employee processes, titles, reward & benefits between Danisco and DuPont employees after DuPont acquisition of Danisco.
• Responsible for communication and training of co-workers in governance policies and process management in DK, NO, SE & FI.
• Setting all processes on rails ready to go for colleague returning from leave.RESULTS
• Smooth and successful transition of employee benefits and processes. Easy to find information in new created “employee handbook.”
• Budget kept as new Employee cost were lower than before as not appreciated or outdated benefits were removed.

Munich, DE

• Job level evaluations, benchmarks and LTI (stocks, shares)
• Responsible for localization, implementation, and communication of Siemens global reward strategy with kick-off for cascading projects.
• Project Lead for localization of Global Stock Program and responsible for all country communication with roadshow to engage coworkers in buying shares.
• Strong collaboration with peers in UK and EU in strong matrix cluster organization and with COE in German Headquarter.RESULTS
• Change management of previous hierarchy where importance and status for certain jobs were changed to other jobs due to job evaluations and banding.
• Successful marketing of Siemens LTI program and Siemens employee bonds attention on communication of changes in TAX legislation

Growth of TDC in the Nordic countries, development and training new leaders in HR fundamentals. Lead innovation architect of new employee engagement survey suited to match and support the strategy and the must win battles.- Negotiations with unions and employee representatives in Denmark. - Responsible for communication on intranet- Governance of annual.

Project Management responsibility for the development of products for the business market in Denmark. Project Manager for the integration of acquired telecommunications and data companies in Sweden, Norway and Finland. Process responsible for pan-Nordic suppliesMajor achievements:- Effective resource utilization of product portfolio and processes across.

Master Of Psychology Of Organisations

Hd(O), Hd I Organisation & Ledelse

Ipma Level D, Certified Project Manager

Mpo, Master Of The Psychology Of Organisations

Master, Export Engineering

Education record