Jesper Mark Mathiassen Email & Phone Number

Aarhus, Middle Jutland, Denmark

Denmark

Responsible for the entire HR area from recruiting to offboarding in the business unit Digital Transformation with 200+ employees in Aarhus, Copenhagen, Romania, Poland, and the Ukraine, respectively. This includes team development, talent management, workforce planning, and the work within culture and job satisfaction. Together with the partner role, I am responsible for the department Learning and Development, providing services to all 1000+ Systematic employees. The department consists of four employees. My responsibility in this connection is implementation, operation, and development of manager development programmes and academies for project managers, IT architects, testers, corporate onboarding etc. Furthermore, I am co-responsible for lecturing at the manager development courses, onboarding modules and workshops, including the NEXT concept, talent management, and succession planning concepts, and annual wheel processes, such as salary and bonus, performance review, and appraisal interviews.Selected results:• Development of Learning and Development strategy 2025,which supports the strategic goals of the business, including focus on e-learning and online training of competences • Strategic project with Leadership pipeline across Systematic• Development of new concept for performance reviews with regular development interviews, focus period, and cascading model with team upstart • Revitalisation of the Systematic management concept and paradigm called NEXT, and development of new modules for the concept. • Co-developer of new career paths for the entire organisation to the benefit of the competence pool as well as staff retention. • Data driven HR Partnering with focus on monthly follow-up; job satisfaction, retention, onboarding survey, leaver survey, and exit interviews.

Aarhus/København

Responsible for the entire HR from recruitment to offboarding and for thefive employees in the department.Results:During period, I focussed particularly on integration and alignment of terms and contracts in Q3 and 4 2018 for the two locations of DLA Piper Danmark, Aarhus and Copenhagen

Aarhus

Responsible for the entire HR function from recruitment to offboarding with special focus on talent management, employer branding, job satisfaction, and digitalisation of the HR function. Management of the five employees in the department, and responsibility for finance, strategy, and operation of the HR services.Results:• Revitalisation of employer branding strategy, ensuring increased visibility in the selected target group of university students, and preparation of the next target group: employees with experience• Developed and implemented new concept for attracting and employing students, including new application form, group work, and presentation• Strengthening of HR partnering aiming at partner/owner with focus on team building, competence, and workforce planning and a more professional implementation of annual wheel processes • Successful process for merger with DLA Piper, including adjustment of staffing and due diligence • Organisation development, including department-specific workshops • Strengthening of onboarding, including online monitoring • Review of contract paradigm and individual bonus models • Implementation of GDPR and thereby strengthening of HRM • Establishment of internal course academy with e-learning portal • Proposal for new basic principle for appraisal interview structure • Test of new system to measure job satisfaction • Development of concept for strategy workshop and implementation for the entire business

Aarhus

Acting HR Partner for partner owners and employees in the Aarhus branch of Beierholm regarding the entire HR palette: Organisation development, recruitment, onboarding, terminations, appraisal interviews, termination interviews, measuring of job satisfaction and follow-up, and manager sparring. Furthermore, I lectured at the firm’s manager development courses, onboarding modules, and workshops.Results:• Development of the Beierholm employer branding strategy for 2020 on the basis of analyses of the motivation of the employees for working, input regarding retaining, competitor analysis, and general trends on the job market. • Further development of Beierholm’s trainee universe which creates connection between corporate website and social media and job portals. • Implementation of professional HR partnering for managers in the Aarhus branch

Århus, Odense, København

Responsible for the establishment of a new department with strategic HR responsibility for the about 18,000 members of Frie within career paths and instruction, coaching, conflict solution, salary development, negotiation, loyalty and course programme for the members. Furthermore, I was an advisor for both regional executive committees and heads regarding organisational development and for a number of programmes and formats regarding HR themes. Communication was also included in my area, among other things as responsible for LinkedIn groups, lecturer regarding employability at institutions of education and fairs, and preparation of articles and letters to the editor for magazines, newsletters, and social media. I was also in charge of teaching at the firm’s manager development courses, onboarding modules and workshops.Results:• Revitalisation of member branding programme – attraction and loyalty • Modernisation of course programme, including outsourcing and cooperation agreements with external providers, thus creating additional courses for the members and a financial advantage for FRIE • Optimisation and renewal of internal HR processes• Development of reward programme with advantageous shopping agreements for the members of FRIE • High loyalty score for delivering to the members • Management of specialists in three locations in DK with high satisfactory score • Development and implementation of concept with brief workshops of 3-4 hours offered in several places in the country • Development and implementation of concept with career panels• High satisfaction scores for provision of services within advice and coaching

Responsible for development/modernisation and maintenance of training programme for members, development of career development concept and retraining, coaching and training. Cooperation with institutions of education regarding development processes for both organisation and members. Day-to-day manager and establishment of the consulting firm Kompetenceværkstedet.Results:• Development of successful conference concept with selected lecturers and subjects relevant to the participants • Establishment of external consulting firm (Kompetenceværkstedet) with high earnings and a strong connection to trade and industry • 40-60% of members who had been given notice of termination got jobs before starting to receive unemployment benefit • High satisfaction and loyalty scores

Århus, Odense Og København

Kompetenceværkstedet (owned by FRIE) was a consulting firm working within development processes for managers and employees. Focus on organisational and business development and advice at all levels from strategy to implementation, including Executive Coaching.Results:• Building of customer portfolio among the largest and well-reputed Danish companies, including Carlsberg, Dansk Supermarked, TDC, MultiData (now Blue Garden), Elite Miljø, Dan Domain, Møns Bank, and others.• Turnover from DKK 0 to more than DKK 1 million in the course of three years • Closed down as part of a new strategy within Frie Funktionærer and handed over to PH Bergmann, consultant. It was a success because the customers were able to get the same services after the handing over.

Århus Area, Denmark

Responsible for staff such as HR lecturers and coaches, and team development. Responsible for TDC’s sales training, including talent pool/programme, train-the-trainer processes, teaching of managers and coaches regarding coaching and sale and in the onboarding modules and workshops of the business. I was also responsible for the development of new programmes for customer communication. From February 2006 HR partner for TDC Totalløsninger TE (Telecom Erhverv), and thus also responsible for career paths, sales trainee drafts, recruiting, basic training, manager sparring and advice regarding HR issues for the executives. Results:• Development of TDC joint sales training, including e-learning and common learning portal • ROI for the sales training in one unit at several million DKK• Best work climate score in HR – also during a period with cut-downs • Sparring of managers in a large unit regarding organisation regulation, increased efficiency, and business development • Outsourcing of team building in 2005

Århus Area, Denmark

Responsibility for educational programs of the department's 400 employees and the development of common competences in connection with the merger of two departments. Employee responsibilities and project responsibility for training and Sales in the department.Results:• Merging of two departments with different cultures• Competence Overview of all employees.• Development and implementation of the concept of moving from service to sales in the call center for technical support. From red bottom line to creating income on support.• Development of unmotivated employees to motivated and having one of the best employee climate survey TDC Internet/Totalløsninger.• Rethinking the support function to ensure service level• A wide range of recruitments to a growing unit.• Negotiator on the A side in negotiations with unions

Århus Area, Denmark

Personnel and training responsibilities. My own portfolio was municipalities, counties and state.Results: • Building up the department from scratch• Recruitment and development of employees• Introduction of sales management• Canvas on new customers

Århus Area, Denmark

Writing telephone ads and telephone service of customers. Supervisor from 1999 with responsibility of allocating and giving priority to daily tasks, internal training of employees and handling troublesome customers. Distribution of today's tasks in private advertising department and canvas sales to business customers. Leave from September 2000 until January 2001.Results: • Participated in the development of IT customer systems.• Chosen as this year's employee in 1999 in a vote of all employees.• My salary worth in canvas income• Training of employees for sales work• Co-building the sales unit.

Århus Area, Denmark

November 1998 - December 1999 Lecturer of Information handling and Retrieval at University of Aarhus. Co-developer of educational concept, which defines how to use and relate to Internet information sources.January 1998 - June 1998 Employed in IT development and strategy group atDepartment of History University of Aarhus. Preparation of the institution's IT strategy in a report. Responsibility for preparing educational concept in lectures regarding Internet information sources and a website for the department.August 1997 and August 1998 Instructor in study techniques and introductory courses at the Department of History. Training of new students in planning, reading techniques, report writing etc.April 1997 - January 2000, Studenthelper, since deputy librarian at Historical Institute Library, University of Aarhus. Especially logistic tasks and purchases of books. Acting librarian during the period of January 1999 to July 1999, as the librarian resigned due to illness. Participated in the movement and aggregation of Historical Institute library with other departmental librariesSeptember 1995 - April 1996 Instructor of Social Science at Department of History University of Aarhus. Help stages for students during the first year, including help with research and writing of assignments.

Carcasonne, France

For smaller and larger groups between 5 and up to 100 people at a time. in Scandinavian languages, German and English