Gitte Schmidt Email & Phone Number

Roskilde, Dk

Kastrup, Denmark

In 2016 when I joined Jet Time, the company was faced with severe financial difficulties and the company needed to perform a turnaround to survive.My first task was to secure a robust and relevant, yet proper process for the 45% decrease in staff. The decrease had to be performed over a 9-month period, as the employees were needed for production during this time. The process was based on involvement, dialogue and negotiations with unions, work environment reps., leaders and employees… Show more In 2016 when I joined Jet Time, the company was faced with severe financial difficulties and the company needed to perform a turnaround to survive.My first task was to secure a robust and relevant, yet proper process for the 45% decrease in staff. The decrease had to be performed over a 9-month period, as the employees were needed for production during this time. The process was based on involvement, dialogue and negotiations with unions, work environment reps., leaders and employees, and it was succesful.Again in 2020 Jet Time was faced with dificulties due to the Corona pandemic. Subsequently the company went bankrupt. We were 28 employees who were transfered to the new Jettime a/s by July 2020. By 2023 Jettime is back in the air with 11 B737-700/800 and we have hired/re-hired appx. 400 employees.As Head of HR I’m responsible for all HR processes throughout the company (Danish and Finish bases), I chair the company’s Work Environment Organization and I am part of the Safety Review Board.In 2022 as part of our digitalization I became responsible for the salary proces as well, as this is integrated with our HR system, Emply. Further, I am responsible for negotiating two of our four Danish collective agreements - together with the respective division leader, of course.I have close collaboration with the Executive committee and is part of the senior leaders group with influence on organizational development and design, policies, remuneration, general employee related matters, strategy development etc.Selected results:- Integration of salary process with our HR system- Development, implementation and documentation of HR processes across domain- Implementation of Organizational Review proces- Delivery of new union agreements with Dansk Metal and HK Privat- Development and implementation of the leadership development program(-s)- Implementation of APV, Internal Audit program, competence development etc. Show less

Kastrup, Danmark (Hq)

2012 Head of HR, Arriva Danmark A/S (presant job)2011 HR business partner, Arriva Danmark A/SIn my position as Head of HR, and as part of the senior management team with a close colaboration with the Executive committee (Excom), my focus is on HR’s contribution to the business strategy and on translating it to concepts and targets for leaders and employees to be able to deliver their part. My most important task is to develop an HR platform, which continuously supports the targets… Show more 2012 Head of HR, Arriva Danmark A/S (presant job)2011 HR business partner, Arriva Danmark A/SIn my position as Head of HR, and as part of the senior management team with a close colaboration with the Executive committee (Excom), my focus is on HR’s contribution to the business strategy and on translating it to concepts and targets for leaders and employees to be able to deliver their part. My most important task is to develop an HR platform, which continuously supports the targets of growth and development set in the business strategy. My achievements include:❖ Developing a framework for training and development founded on the business strategy and culture, as well as establishment of fundamental principles of the area. The structure is based on which capabilities need to be developed for the organization to deliver on the strategy and on which capabilities are needed to support the desired company culture❖ Developing a job leveling structure, which defines the position of each job in the organisation based on 5 elements and 10 factors. Title as well as span of salary and benefits are fed byt the lob leveling❖ Establishing a combined Performance management and leader-employee conversation concept (PerforMUS). ❖ Implementation of Organizational Review for Excom and below in each division. The purpose is alignment between the business challenges in each division, the need for competence development according to the business strategy and to evaluate the performance and potential of leaders and key employees by the ‘grandfather’ principle, as part of succession planning❖ Development of relevant reports and HR analytics to support business decisions and HR initiatives❖ Diversity is a fundamental part of the Arriva culture – and it is good business! We have among other initiatives established a ‘Diversity board’ ❖ I continuously work to keep an honest and constructive dialogue with our union representatives. The main unions are 3F, Metal and Dansk Jernbane Show less

København

Areas of responsibility:❖ Supporting line managers in their individual leadership❖ Supporting directors and line managers in organizational development❖ Succession planning and securing of critical job rolls❖ Operational change agent❖ Recruitment of managers and specialists❖ Development and facilitation of talent programs❖ Development of the competency catalogue❖ Handling of employee surveys (GPTW)❖ Development of trainee program❖ Employer branding… Show more Areas of responsibility:❖ Supporting line managers in their individual leadership❖ Supporting directors and line managers in organizational development❖ Succession planning and securing of critical job rolls❖ Operational change agent❖ Recruitment of managers and specialists❖ Development and facilitation of talent programs❖ Development of the competency catalogue❖ Handling of employee surveys (GPTW)❖ Development of trainee program❖ Employer branding towards generation Y❖ Employee administration❖ Employee survey: (DSV benchmarks through the Great Place To Work survey). In connection with the survey I worked with divisional directors and 240 leaders to develop the organizational and individual leadership competence with focus on employee engagement and satisfaction❖ Results:In 2009, DSV achieved a top 15 listing as ‘best large workplace’. Personally, I achieved an increase in employee engagement and satisfaction of 15% in the divisions I worked with as a consultant. According to the GPTW institute, this is a very satisfactory achievement as they very rarely see an increase of more than 10% Show less

Roskilde

Self-employed, Esmann VisionI May of 2007 I established my own company, Esmann Vision. Leadership and employee development was the topic of the larger number of the jobs and projects, and it involved development of training programs, which I tailored to the individual company/ customer. I also championed the project ‘Female leadership’, which was another leadership development program, and collaborated in its’ development with female leaders, equality scientists, educationalists… Show more Self-employed, Esmann VisionI May of 2007 I established my own company, Esmann Vision. Leadership and employee development was the topic of the larger number of the jobs and projects, and it involved development of training programs, which I tailored to the individual company/ customer. I also championed the project ‘Female leadership’, which was another leadership development program, and collaborated in its’ development with female leaders, equality scientists, educationalists, psychologists, legal advisors a.m. The program consisted of 5 modules and contained personal coaching, networking, competency profiles, a report of the participants internal and external communication styles, equality situation and developmental options. At the advisory board, we had representatives from Novo Nordisk, Vestas, Lego and Jyske Bank. 2007 – 2008 Freelance educator, RHS kursuscenterParallel to running Esmann Vision, I taught at the Roskilde Handelsskole's kursuscenter (commercial collage training center). RHS offers courses and training to companies within the AMU set-up as well as tailored courses to the individual company. I taught tailored leadership courses of all topics. My customers were among others: Midt- og Vestsjællands politi (Police), Roskilde Brandvæsen (Fire brigade), DSB (Train operators) and Post Danmark (Mail service).My evaluations were always high, which means above 4, 0 on a 5, 0 scale Show less

Copenhagen Area, Denmark

1999 – 2007 Operations manager, Prime Cargo A/SIn 1999 a colleague and I stared a department in Zealand of the newly established Prime CargoMy primary job was:Building the operational and administrative structures and HR related routinesThe culture in the organization at a global level was a particular focus area1997 – 1999 Operations manager, AEI A/SResponsible for the ocean import section. This involved operational routines, planning, sales to existing customers… Show more 1999 – 2007 Operations manager, Prime Cargo A/SIn 1999 a colleague and I stared a department in Zealand of the newly established Prime CargoMy primary job was:Building the operational and administrative structures and HR related routinesThe culture in the organization at a global level was a particular focus area1997 – 1999 Operations manager, AEI A/SResponsible for the ocean import section. This involved operational routines, planning, sales to existing customers and development of the employees in the section1996 – 1997 Section manager, DSV Samson A/SFirst employed as ’trouble-shooter’ in the airfreight department. Later as section manager of the ocean import department Show less

Los Angeles, Ca

Operations manager, Samson Transport Inc. (Los Angeles, CA)Founded a department of Samson Transports in Los Angeles together with two colleagues. We started from the very bottom by finding suitable offices, qualified staff and by investigating the requirements of running a business in LA County.My primary job was:Building the operational and administrative structures and HR related routines.Integration of staff into a multicultural organization. We employed a number of… Show more Operations manager, Samson Transport Inc. (Los Angeles, CA)Founded a department of Samson Transports in Los Angeles together with two colleagues. We started from the very bottom by finding suitable offices, qualified staff and by investigating the requirements of running a business in LA County.My primary job was:Building the operational and administrative structures and HR related routines.Integration of staff into a multicultural organization. We employed a number of different cultures and people with very different backgrounds, which was a big, but successful, challenge.When I left the department after 7 years we employed 24 people, and the business performed solid financial results Show less

Higher Diploma In Leadership (To Be Equated With An Hdo), Leadership And Organizational Development, Professional

Activities and Societies: Thesis: Stress – a personal or an organizational problem?

Academy Education In Leadership And Management, Leadership And Organizational Development, Academy

Activities and Societies: Completion task: When the career ladder has only one step

Ici-Certified Business Coach, Ici/Emp, Business Coaching, Internationally Accredited Certification

Personal Profiling; Change Management; Hr Analytics; Diversity & Inclusion, Certifications

❖ 2015 Course, ‘Employment of foreign labor’, Økonomi og personale ❖ 2015 Conference, ‘Workforce Analytics Summit’, Stamford Global, New.

Education record

Activities and Societies: ❖ Member of CBS Executive Advisory Board, Servicebranchens chefakademi (SECA) ❖ Member of Netværk Danmark.