Som Netværksleder i Leadershift Cognito

I Makio er vi specialister i outplacement. Mange ved faktisk ikke hvad det dækker over, men meget forsimplet er der et struktureret individuel tilpasset forløb der hjælper mennesker videre til et fedt job, efter en opsigelse.I Makio bygger vi vores rådgivning på nærvær, ydmyghed, mod og professionalisme. Alle Makios rådgivere vælges ud fra både solid erhvervserfaring og et værdisæt, der sikre at høj faglighed og kvalitet forenes i en professionel og nærværende tilgang til hver enkelt kandidat og virksomhed.Makio er landsdækkende med kontorer i København, Odense, Horsens, Århus og Aalborg. Desuden er vi del af det internationale samarbejde Career Star Group, som er repræsenteret i over 70 lande.Se mere på www.makio.dk eller kontakt mig på thl@makio.dk hvis du vil vide mere.

Driving the strategic HR agenda across Global Operations sites in DK, PL, MEX and ANZ. (3400 FTE – 600 WC/2800 BC) People management for a HR team in Tijuana (MEX) of 8 FTE full HR scope and three HRBPs in Stettin (PL) supported by local HRBP in DK and ANZ and HR Core Deliveries in DK and PL.Sparring’s partner to the SVP Global Operations organization development and changes, assist him with key hiring’s.Leading the Mentoring programme for female leaders across the Hearing Aids Business Line.

Global HR Business Partner to the CFO, supporting him and his direct reports (all business line CFO’s, VP Group Finance, VP Group Treasury, VP Group FP&A, SVP Legal and SVP IT). Besides, VP Strategy and VP Group Communications. Role and responsibilities:• Drive all structured HR processes: Goal setting, salary review, mid-year review, off-cycle salary review, year-end appraisal.• Drive the culture, leadership and engagement agenda for the CFO and his leadership team.• Drive FTE planning and transparency of actuals vs. headcount budget, including staff down processes.• Sparring’s partner to the CFO and his direct reports in organization development and changes.• Assist the CFO in key hiring’s.• Coaching of the CFO and his SVP’s and VP’s.

Since December 2012, I worked for Sennheiser Communications A/S (SeCom), initially 60 % as HR Manager at SeCom and 40 % as HR Business Partner for the CFO and his leadership team at William Demant Holding (WDH), one of the mother companies of SeCom. Since October 2014 I worked 100 % as HR Manager at SeCom. Role and responsibilities:• Leadership of the HR department. 1 HR Business Partner, 1 HR Consultant / Recruiter and 1 HR Admin / Payroll assistant. • Responsible for transforming HR from an administrative function ad hoc supported by WDH HR – to an in-house HR department with own HR strategy covering the below mentioned areas. • Responsible for all talent attraction activities related to Employer Branding, Recruitment and Onboarding, to bring in sufficient new employees to support the success and growth of the company.• Responsible for all activities related to engagement, job-satisfaction, stress management, leadership- and competence development. • Responsible for Organization Development, HR Partnering , leadership development and Culture & Values.• Responsible for HR administration, HR policies and –processes, compensation & benefit incl. the global bonus model, expatriations, Hay job grading etc. • Responsible for SeCom Work Environment. Was the CEO’s representative in the Work Environment Organization (WEO). Responsible for conducting the necessary meetings with the WEO and handle physical as well as psychological work environment issues etc. • Other tasks and responsibilities: Responsible for a close collaboration with our two mother companies – Danish William Demant Holding and German Sennheiser electronic GmbH & Co. KG – to benefit from HR concepts, initiatives, policies etc. that suits SeCom.• Coaching of leaders and employees.

The position was a shared position - 60 % of the time at Sennheiser Communications A/S and the other 40 % as HR Business Partner to the CFO at WDH A/S.

HR Business Partner to the leaders at HQ and responsible for talent attraction. Role and responsibilities:• HR Partnering with directors and managers regarding competence development, personal development, promotions, demotions, recruitment, retention, outplacement etc. • Coaching of employees on personal development, stress handling and career planning etc. • Responsible for the recruitment process at HQ, including employer branding, talent attraction and recruitments at all levels• Responsible for Q8’s Basic Management Program including being facilitator and instructor. • Responsible for compensation & benefit at HQ, including position evaluation (HAY grading system), salary benchmarking and yearly salary adjustment process for all HQ employees. • Coaching of leaders and employees.