I support companies with incentive programs, executive compensation, remuneration structures & policies and job architecture. I will also take on interim roles as “head of Comp&Ben” / “Comp&Ben Expert” and guide companies in mergers, acquisitions and divestment-processes.

*Led a team of 15 Reward professionals across the Telia footprint *Owned the project that better visualised Telia's Total Remuneration offering across the footprint *Introduced "Working from abroad" across the footprint *Proposed a redesign of the Executive Compensation offering and the introduction of shareholder requirements for Group Executive Management

*Led a professional team of 15 persons within the areas Comp&Ben, HRIS/Workday, Payroll and Mobility *Designed & implemented new incentive structures and redesigned existing ones into a scalable structure (incl. system support via Ledgy) *Led the design of a job architecture framework + salary bands which was then rolled out from Comp&Ben + the HR community *Project owner for the implementation of Workday (HRM, Absence, Core+Advanced Compensation)*Led the insourcing of payroll Sweden (to HR+8) and oversaw the continuous process to provide payroll in a scalable way*Led various benefit & insurance changes in order to create a competitive remuneration offering

*Led Intrum's international and highly-skilled Workday team*Managed Group Compensation & Benefits including the annual remuneration cycle for Executives and Directors*Designed and managed Intrums Group Short- and Long Term incentive program*Workday: Stream-lead for Foundation/Worker data, HCM, Compensation and Advanced Compensation

*Managed the annual remuneration cycle for Executives and Directors *Designed and implemented Intrums Long Term incentive program - then program administrator*Design and harmonization of Intrums Executive incentives*Workday: Stream-lead for Foundation/Worker data, HCM, Compensation and Advanced Compensation*Cost synergy programs

Compensation & Benefits manager at Group level. Lindorff merged with Intrum Justitia and formed Intrum. I followed them on this journey and had a very active role in merging their Head Offices incl. cost synergies

Reward consulting with focus on incentive scheme design and implementation. Led large projects within post-acquisition remuneration integration. Was counselor for two consultants.

*Interpretation and implementation of int’l and national remuneration regulations for the financial industry published/revised 2009-2013 (mainly restricting how variable pay is paid to “Identified Staff” in a bank). Work included internal education/communications, contract design, additional remuneration disclosure and contacts with the four Nordic Financial Supervisory Authorities.*Updating and implementation of a global Remuneration Policy and summarizing content in annual reports etc.*Project manager for revision of Nordeas Variable Salary Part-program. Main changes: Clarified target setting process, sharpened KPI’s and uniformity in structures/templates. Also included streamlining eligibility in program.*Annual update of Nordeas LTIP including valuation of the program etc. *Participated in developing Nordeas new variable remuneration plan, EIP, for top 400 managers (from 2011)*Project manager for Nordeas annual salary round including salary budget for the next year and follow-up on salary drift

*Design and implementation of incentive programs, remuneration structures and –policies. Was practise leader in Executive Reward for Hay Group Scandinavia and project manager in most large projects in the areas*Member of Hay Groups global unit Executive Reward, incl. accreditation step 3: Master *Staff responsible for one Reward analyst and accountable for sales corresponding to own billing plus two analysts/junior consultants billing

*Job Evaluation of both Executive and other positions*General Executive Reward work, both as an analyst and as a consultant*Technical expert for our Reward Information Services department, mainly within pension and benefits

*Acturial calculations as per IAS 19