Individual Consultancy in:- HR-strategies, - Organizational Change and Development- Compensation & Benefit.Management:- Program Director International BusinessResearch Areas:- Organizing for innovation and business development.- Management, and women in senior management.Teaching:- Strategic Human Resource Management.- Management and Organizational Theory and Behavior.

The largest Resort at Koh Lanta with 185 rooms.• Responsible for re-organising the Hotels staff and organisation.• Responsible for implementing SOP’s and 5 star Hotel procedures• Responsible for ensuring new contracts from the big tour operators• Responsible for re-staffing the organisation.Accomplishments:• All of the above accomplished.• New Maintenance regime implemented.• Established new sales representatives in Europe and Russia.• TUI and KUONI added as main contractors• Implemented new OTA, web and tripadvisor strategy

The British Club is a members club with 6 restaurants and bars, tennis courts, squash courts, fitness centre, cricket nets and multi-court. The Club has 81 permanent staff and annual revenue of 60 million THB.• Responsible for all aspects of the Clubs development from HR, repositioning and new marketing strategy to daily operations and maintenance.• Responsible for all communications to the General Committee and members.• Responsible for all publications and, in particular, the Club Magazine “The Outpost”Accomplishments:• Increased the revenue of the fine dining restaurant by 40% • Increased the revenue of the cafe by 91%• Increased recruitment of membership by 75%• Decreased operating costs by 10%

(A subsidiary of News Corporation, one of the largest media company’s worldwide).Responsibilities:• Responsible for all aspects of HR in the region including policies, recruitment, remuneration, performance management, talent development, acquisition and organizational reviews. Accomplishments: • Arranged staffing from start-up of the Malaysian, Indonesian and Vietnamese organizations.• Drafted and implemented all policies, procedures, contracts and performance management systems throughout ASEAN.• Participated in M&A evaluation of Thai, Vietnamese and Malaysian companies.• Established a standard procedure for integration of acquired companies.• Implemented a new Remuneration and Rewards program.• Established the sales training program in Malaysia. • Implemented an outplacement program for all terminated employees with 100% success rate.

(a pharmaceutical company in the CNS area operating in 55 countries globally with 5,500 employees and an annual turnover in excess of USD 2.000.000.000).Responsibilities: Responsible for all HR services including Research (USA), Development (Japan and Asia), as well as Finance and Commercial operations in the 55 countries. The work involved: remuneration and benefits, MD and VP contracts, global assignments, employee communications and relations, recruitment and attraction, management and leadership development, strategic projects, in/outsourcing projects.Accomplishments: • Implemented Lundbeck’s remuneration policies, including transparent performance management systems and short/long-term incentives for all managers/specialists.• Adapted a common health and benefit policy for the Middle East & Asian Region. • Set up and managed Lundbeck’s management development program for senior managers (VP, MD and Directors). • Decreased the personnel turnover of senior managers and specialists by 46% through implementation of talent and succession program for ‘high potential’ specialists/managers. • Established a new process for hiring senior managers and specialists.• Outsourced all standard operating procedures in the global assignment process, thereby cutting costs by 35% and increasing productivity by 100%.• Re-organized the Japanese organization, and coached the global and local Japanese departments for development and registration, in order to achieve a constructive working relationship.

(A pharmaceutical company operating in the fields of fertility and urology, which is represented in 48 countries around the globe. Annual turnover is USD 1,200.000.000). Responsibilities: Remuneration and negotiation with unions, establishment of benefits for all personnel, administrative processes at production sites, contracts, larger organizational changes, transfer of undertakings, outsourcing of specific functions, mergers, training and development, and implementation of the company’s ‘Vision and Mission’.Accomplishments: • Outsourcing of the Danish factory’s activities to Prague, Sweden and Switzerland. • Standardization of all recruitment procedures with a resultant cost saving of 29%.• Implementation of Ferring’s ‘Vision and Mission’ in all subsidiaries. • Development and implementation of Ferring’s talent/successor program. • Decreased the absence/sick leave of blue-collar workers by 60% percent over a 12-month period.• Cut the cost of HR by 35% through reorganization and in/outsourcing of activities.• Carried out the recruitment process for the Japanese Managing Director.• Participated in the resolution of quality issues for our Japanese partner which distributed and sold the Pentasa product.