Michael Kristensen Email & Phone Number

Copenhagen, Dk

Reporting to the Chief People Officer and driving the global people development agenda building organisational capabilities to successfully deliver on our strategic priorities.All anchored under a Center of Excellence (CoE), my focus areas have included:- Diversity, equity, inclusion and belonging (DEI)- Employee engagement- Employee experience- Employer branding and value proposition (EVP)- HR Analytics- Leadership development- Learning and development- Performance management- Talent management and succession planning- Wellbeing and resilienceSome examples of my work:Creating a long-term DEI strategy with focus on structural and behavioural perspectives including transparent DEI targets and metrics, leadership advocacy and the organisational ecosystem.Leading two end to end implementations of a new global engagement survey tool; first Peakon and then Culture Amp.Leading the successful carve out of all learning activities when separating from the Maersk Group (2017) and setting up a new learning function.Creating a new leadership blueprint required to deliver on a three-year company strategy with focus on leadership behaviours, assessments, programs and anchoring.Creating a global tool for individual development with focus on contribution, growth and joy empowering employees to take accountability of their own development.Leading all global performance processes including objective setting, midyear reviews, calibration sessions and performance appraisals as well as all global talent processes including talent reviews, talent 9-box mappings and succession planning.Creating a new company EVP following a period of restructuring and transformation with focus on building identity, belonging and public visibility: https://butteragency.dk/Marsk-TankersBuilding organisational resilience through a holistic focus on physical and mental wellbeing initiatives like flexible working, exercise, mindfulness, motivational speakers etc.

Custodian of HR operational excellence driving optimisation, systemisation and alignment of global HR systems, processes and policies.In addition to supporting the HR Operations function, my focus areas included:Optimising the entire HR Operations platform; mapping, designing and aligning all global people processes leading to more efficient, professional and timely people service support.Designing and implementing a new HRIS system combining personnel administration, recruitment, onboarding, offboarding, performance management, learning and compensation into one system.Designing and implementing a global data privacy framework and a supporting governance infrastructure to ensure compliance with GDPR.

Partnering with leaders, employees and stakeholders across two global business units to provide meaningful and value adding people support.In addition to full HR Partner responsibility, my focus areas included:Designing and implementing employer branding and recruitment programs to support key business strategies. Successfully recruited 100+ unique talent profiles in a market with talent shortage; 20% of which were promoted to higher job levels in two years.Designing and implementing a variety of people concepts to support key business priorities and operational efficiency including onboarding programs, mentor programs, succession programs, career paths etc.Driving a company graduate program including recruitment, selection and induction of graduates as well as building talent pipelines for key positions. Facilitated the successful intake of 300+ graduates into the business.Acting as a trusted legal advisor and facilitator of disciplinary proceedings in addition to designing a Legal Compliance Tool to govern best practices and more efficient HR legal support.

Building state of the art operational excellence in a fast paced and highly volatile offshore environment.My focus areas included:Strategic workforce planning of offshore vessels ensuring compliance with legal, industry and customer requirements.Building solid promotion pipelines and flows to support acute as well as long-term personnel challenges and forecasted needs.Analysing current and future personnel needs to guide recruitment strategies and identifying hard and soft skill gaps for roles to ensure compliance with applicable competency and training matrixes.Optimising global mobility processes (primarily in South America and West Africa) through close collaboration with embassies, Maersk branches and local agent offices.

Ma In International Business Communication

Ba In International Business Communication

Exchange Student Program, Usa