KEY ACCOMPLISHMENTS• Create BI solution to display HR metrics and KPIs to top management (Power BI)• Project lead & BPO for design and implementation Position Management for SF, including digitizing approval processes• Conducting HR Analytics studies: linking engagement, turnover and sales growth; linking turnover, absenteeism and engagement; How do we build and by managers; Use and efficiency of recruitment process and HRIS; Driving diversity through inclusion, Effect of talent and succession planning, C&B Analysis, e.g. Equal pay• Methodological lead on annual engagement survey incl. deep dive analyses• Create HR Chatbot on Performance Management and Succession Planning/Talent Management• Digitization & process optimization• Metric and governance alignment across functions• Evaluation of quality of assessment tool and the usage and efficiency in recruitmentMAIN RESPONSIBILITIES• Establish and manage a framework of HR analytics and metrics globally.• HR Analytics Partnering with HR Management Team, Getinge Executive Team and selected local HR/business leader to deep dive into data in conjunction to Business Opportunities. • Drive a HR analytics mind-set throughout the organization, by ensuring better use and understanding of HR data and what this means for our business direction• Co-develop and align company metrics across HR, finance and other functions when applicable.• Ensure framework of HR master data and it´s quality.• Keep standardized metrics up to date• Provide data to Key Business and HR projects or Processes - Automate via upload/interface if possible• Internal advisor on all aspects of analytics, metrics, psychometrics, methods, HR data extraction and organizational psychology• Find world class self service solutions for Employees, Managers, HR and Group Functions• Business Process Owner of Employee Central, incl. governance.• Ensure needed data for Analytics are available in the right format in SuccessFactors

With 10000+ employees across 40 countries, Getinge is a global provider of innovative solutions for operating rooms, intensive-care units, hospital wards, infection control, sterilization departments, and for life science companies.KEY ACCOMPLISHMENTS•Designing the new way of doing Performance Management at Getinge - according to best practice from research and the current trends, in putting focus on aligning, setting directions and coaching as opposed to rigid goal setting and appraisals.•Roll out SuccessFactors Employee Central and migrating employee data while continuously developing the functionality based on customer feedback and our operational excellence principles. •Designing and implementing HR System (Sf) to support Performance Management at Getinge•Creating and implementing global governance and processes on the use of SuccessFactors to support our Operation and need for analytics, incl. revitalizing job catalogue.•Designing and implementing global reporting framework, including readily available dashboards•System integrations between HR and Finance, Procurement, IT, Quality/CSR, Treasury to improve efficiency and data usability and quality•Ensuring seamless operation of the HR systemMAIN RESPONSIBILITIES• Design and implement a global performance management process and system to support • Develop, deploy and manage employee lifecycle strategy, programs and processes to increase business performance, including onboarding, individual and team performance management, development planning, workforce movement and exit/off-boarding • Establish and manage a framework of HR analytics and metrics• Global owner for HRIS (SuccessFactors) incl. identifying business requirements, ensuring optimal configuration, global implementation, data migration, establishing governance and processes for use of the system.• Implement new performance Management Process as well as Performance Managment module in SF• Align financial cost data with employee FTE data

Maersk Drilling A/S is a global provider of offshore drilling operations with an FTE of ca. 4000. With an annual financial turnover of ca. 2100m USD a significant contributor to part of The Maersk Group. Maersk Drilling A/S has been facing several challenges through the last couple of years firstly executing on a significant ramp up (doubling its size) to handling a down turn in the industry with focus on optimization. KEY ACCOMPLISHMENTS• Putting HR analytics and data based decision making on the HR & business agenda by creating a consistent framework for work force analytics & employee lifecycle from scratch.• Optimizing data driven decision making through consistency and transparency by aligning, simplifying and standardizing key HR metrics across the organization • Supporting fact based decision making through statistical studies, e.g. a) Documenting the link between Engagement, safety, operational performance, training, maintenance and customer satisfactionb) Documenting the effect of onboarding coursesc) Documenting the drivers of annual salary and bonusd) Documentation the effect of our performance management system• Enabling efficient cost controlling of Head count by bridging HR metric with financial budgeting through the alignment of metrics, integration of systems and process creation.• Satisfying the Operation´s and HR´s need for “live” people data through the construction of an intuitive business intelligence platform• Ensuring legal and ethical compliance with data privacy law and quality of hire by creating governance on the use our global assessment tools

The Maersk Group is a diversified conglomerate operating in more than 130 countries with over 89000 employees with a financial turnover of over 20b USD. Two primary lines of business is transportation and the energy sector.Challenge of the group functions is to swiftly support the individual business units when needed and to provide overall governance on group owned systems and processes.KEY ACCOMPLISHMENTS• Creating the business case for the use of HR analytics in the Maersk Group through statistical studies and enabling data driven decision making, e.g. a) Uncover the drivers of engagementb) Discovering the effect of long term engagement on long term financial performancec) Documenting the relationship between managerial competence and safetyd) Documenting the need for intervention on poor managerse) Proving the effectiveness of leadership training courses• Significantly increasing the quality of hire and lowering the cost of hire by the global implementation of a new cognitive ability tools and IT integration of the assessment tools between our ERP recruitment system and vendor owned administration system.• Increasing competency level of HR community and legal compliance to data privacy through the construction of governance and training material for our assessment tools

KEY ACCOMPLISHMENTS•Successfully ensuring strategical selection and publication of several essential assessment tools•Key contributor in expanding business from the local to Nordic market•Increasing usability/saleability of products by making the products more user-friendly and the information in them more directly accessible and applicable•Selecting, managing, training and supervising Assisting Test Editors•Improving efficiency of data collection and quality of data•Implementing advanced psychometrics to increase quality of assessment tools•Ensuring adaptation and improvement of computer systems•Consolidating company´s brand as the leading expert on assessment •Expanding the network of solution providers and products in this networkMAIN RESPONSIBILITIES•Project management & developmentStrategical selection, development and publication of assessment tools in the Nordic countries and all aspects of the project & employee management, including but not restricted to strategical selection of products & markets; assessment of products with respect to content, quality and usability/saleability; budgetting; negotiation of contracts with publishers, authors and translators; planning, design and implementation of the test adaptation to local cultures and languages; collection and analysis of statistical data; editing and authoring of manuals and narrative reports; decision on design and production of the products; design and testing of computer systems; and advising on marketing, selling and support for customers.•People managementManaging a small team of junior test developer.•Expert consultingProviding expert advise and project supervision on topics related to IQ, personality & assessment, including but not limited to identification and selection of business critical concepts or areas to assess; assessment procedures & tools; ethical and legal issues; psychometrics; ensuring return on investment (ROI); and conducting actual assessments.

Investigating "Spearman´s Law of Diminishing Returns".A Ph.D. on classical IQ theory & Psychometrics.Hartmann, P. (2006). Investigating Spearman´s “Law of diminishing returns”. Ph.D. thesis. Psykologisk PH.D. skriftserie 2006:5. Aarhus Universitet.