CURRICULUM VITAE - Jannie Hestehave | Hvidehusevej 40 | DK-3450 Alleroed | +45 30 48 34 44

Personal data
E-Mail: LinkedIn: Nationality: Mobility: Languages: Jannie.hestehave@gmail.com http://www.linkedin.com/in/janniehestehave Danish, married, born 29 June 1961 Willing to extensive travelling & commuting English fluent, Norwegian & Swedish negotiation

Executive Summary
I am a proactive and business minded Senior HR executive with a dynamic 18-year career steering organisations through complex transitions and building an empowered and talented workforce in cross-cultural environments in highly commercial and competitive companies. Proven expertise in defining organisational structure and human resources requirements to align HR with business goals, providing the catalyst to optimise performance, enhance productivity in order to help drive revenue and profit growth. Using my financial background as well as my CBA as excellent stepping stones, it is imperative for me to be a key player in driving leadership, talent and organisational development in close alignment with the overall business direction and strategy, supporting the business to reach its goals. Value adding Core Competencies Business oriented business needs first 6 years in the executive team 18 years HR experience 6 years sales & marketing experience Strategic HR HR Projects with international impact Concept development Curriculum Nordic Head of HR VP HR, Head of Global HR HR Director Nordic Head of Talent Mgt HR Manager Sales & Mkt Consultant HR consultant Account Manager School DTU Business School AP Group International / OGC AVT Business School Lyngby Business College Finance Industry Education Company Alcon Clipper Group Clipper Group Alcatel Nordic Alcatel Denmark Montana Furniture Danske Bank Danske Bank, Bikuben Education 100 Days Growth Chall Project management 1st part of eMBA Marketing & HR Finance Professional Competencies Building up an international HR function Culture building Business partnering Change & Performance Management Leadership Development Industry Pharmaceutical Shipping Shipping Telecom Telecom Manufacturing + retail Banking Banking Certificate PRINCE2 Foundation Certificate of BA Academy Profession Degree Finance Diploma

Talent Management Succession Planning Staffing & Recruitment Organisational design Employer branding Internal Communication Process optimisation Period 2012-2012 2006-2012 2005-2006 2001-2005 2001-2005 1999-2001 1986-1993 1982-1986 Graduation 2013 2012 2011 1999 / 2001 1990

Curriculum
2012-12 Alcon a Novartis company
American based pharmaceutical company recently acquired by Swiss Novartis. All legal entities are merging locally and forming affiliates worldwide into a business partner based customer oriented organisation. Global annual revenue 8 billion USD.

2012-2012

Head of HR, Nordic (DK, SE, NO, FI) Reported to: Nordic Area Director, Maria Barakova Regional Head of HR Eurmea, Julia Schmitter Management: Member of the Nordic executive team HR team: 1 HR BP and 1 HR coordinator in Stockholm, 1 Payroll consultant in Gothenburg, 1 HR coordinator and 1 Recruitment consultant in Copenhagen,

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CURRICULUM VITAE - Jannie Hestehave | Hvidehusevej 40 | DK-3450 Alleroed | +45 30 48 34 44

Challenges: Professionalise the HR function with main focus on the on-going integration process centralising the Nordic hub in Copenhagen. Implement Novartis concepts: Talent Management, Change Excellence, Change Management, and Performance Management follow the merger with Alcon/Novartis. Develop the new Nordic leadership team. Notable Achievements: Submitted a full Integration plan for relocating and merging 5 Nordic offices into 1 Submitted a plan for development of Nordic leadership team handed in Finalised the Nordic layoffs at the European Working council Left the company by my own will as the job content didnt match the raised expectations.

2005-2012

Clipper Group

A privately held (5 owners) Danish based ship owning company with regional offices in 4 countries, representation in 15 countries, comprising of 2 strategic business units, 3 core business units. Annual revenue 2 billion USD. Population grew from 150 in 2005 to 735 in 2009. Decreased to 234 in 2011. A tremendous growth led to comprehensive change management processes, but post recessionary clean-up had an immense impact on exit strategies for strategic business units, internal cost savings and head count reduction.

2006-2012

Vice President, Head of Global HR (DK, NL, Italy, UK & Ireland, Bahamas, US, Dubai, India, Singapore, China, Japan, Australia, Brazil, Columbia) Reported to: Partner & CEO Per Gullestrup Management: Member of the Executive Management team, owners Member of the SVP group, an advisory board Member of IT advisory board HR team: 2005-2010: 7 employees, CoEs and BPs 2010-2012: 2 BPs and 1 assistant

Challenges: Develop and implement the HR strategy globally. Develop corporate HR processes. Develop and lead a business oriented international corporate HR function supporting and servicing all businesses on a global basis. Support business units to ensure a high performance culture. Develop cooperation across business units to ensure efficient HR processes and programs. Provide strategic HR partnership to senior leaders, their leadership teams and organizations. Develop Talent Management and Performance Management globally. Ensure availability of relevant resources to support the business. Design new organization after M&As, downsizing and turnarounds. Responsible for internal communication. Responsible for 5 million USD HR budget and 120 million DKK payroll. Notable Achievements: Strategic Planning & optimisation o HR metrics/workforce planning introduced & delivered as an annual report on HR figures -2006-2009 o 82% to 92% increase in satisfied or highly satisfied in latest employee survey o 2% in absence due to illness, steady the past 4 years, 14% to 5% in employee turnover decrease o 79% in time saving in duration of salary review cycle o ROI after 11 months due to outsourcing of Payroll, 2009 o 73% decrease in salary pay slip errors HR Infrastructure / Development o HR organisation successfully transformed to strategic business partnering HR Information Systems o 500,000 Euros saved per year in cost reduction and cost avoidance by implementing 2 HR systems 175% in internal rate of return, 940,000 Euros in net present value (at 10% over 3 years) Workforce Realignment post recession o Submitted an addition to Back to Basics strategy with focus on a leaner organisation and enhanced leadership skills o Successfully segregated tanker activities, redesign of the current organisation o Implemented change management process after business unit Tankers was sold o 10% cost savings accomplished in global cost cutting Project CASA, going through corporate administrative budget o Project Clarity: transformation of corporate functions infrastructure incl lay offs Strategic concepts and programmes implemented i.e. o Full Employer branding programme with strong EVP, talent acquisition, building up global talent pool o Recruitment and mobility policy & strategy o Global Performance Management, (goal setting/review, appraisals, training) o Global Talent Management with individual assessment of managers and key employees 2/4

CURRICULUM VITAE - Jannie Hestehave | Hvidehusevej 40 | DK-3450 Alleroed | +45 30 48 34 44

Global Talent Review process and assessment centres for managers & employees in leadership pipeline o Succession Planning at group level Internal Clipper Academy established with e-learning and internal training, web based Leadership development Internal programme - Ratings: 4.7 - 4.9 on a 1-5 scale o

2005-2006

HR Director, Head of HR Clipper Group Reported to Partner & CEO Per Gullestrup Management: Member of the Executive Management team Member of the SVP group, an advisory board HR team: 7 employees, experts and business partners

Challenges: Establish a strategic business focused HR function to support 5 merged entities having a strong focus on the change management process. Design and implement a group HR strategy. Develop a strategy for branding concept and improve the internal trainee programme. Focus on coaching and training of leaders to enhance leadership skills during immense growth. Develop a new bonus program/Performance Management for Clipper Global. Notable Achievements: Developed and implemented HR strategy linked to Corporate strategy Project One Company Developed and implemented a full administrative platform (policies, procedures, workflows) Recruited 25% new head counts in 2005-06, based on a business case and partly outsourced o Savings in HR Staff time 26% and 17% time spent outside HR Best in Class branding strategy and a new trainee programme with highly qualified candidates - annually 150 applicants of which 100 A candidates to 10 positions

2001- 2005 Alcatel-Lucent (formerly known as Alcatel)

A telecom company with a diversified number of services within carrier, network integrator between network and full solution. The company has operations in more than 130 countries and is headquartered in Paris. In 2001 the 3 Nordic companies decided to merge into one company, creating a Nordic hub. Nordic annual revenue 1 BEuro.

2001-2005

HR Manager Denmark and Head of Talent Management Nordics & Baltics, 7 countries Reported to: Nordic HR director, Norway, Sverre Bnsns Head of Management Development N Europe, Belgium, Dominic Carter Country manager, Denmark, several Management: Member of the Danish Executive team Member of the Regional HR leadership team in Belgium HR team: 1 assistant in Denmark

Challenges: HR Manager in Denmark, total population 165 FTE and implement N Europe concepts and annual HR tasks. Locally transform business strategies into HR operation. Talent Management: Performance Management, OPR (Organisation and People Review), Talent Management, Pipeline development and assessment of HiPos, Development Plans, and Succession Planning. Train and develop all managers in the Nordic and Baltic countries, specifically in charge of the development of 150 managers/ total FTE 750. Participate in Nordic merger; prepare organisational design and workforce planning. Plan and execute kick off programmes in N Europe for various international HR projects. Notable Achievements: Developed and implemented a Nordic performance management system Conceptualised and implemented employee surveys in the Nordics, incl training of managers Developed career development concept, career paths and succession planning outlined for Nordic managers and integrated with Alcatel HQ Developed Danish managers into a team-working leadership team, individual coaching of leaders Planned and executed redundancy programmes annually Managed bi-annual Organisational & People Review - OPR, focus on talents / key people in TM programme aligned with various business challenges and achievements Coached up to 25 managers annually, based on 360 degrees feed-back Developed assessment centres for talent management and succession planning Developed N European Leadership programme for HiPos

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CURRICULUM VITAE - Jannie Hestehave | Hvidehusevej 40 | DK-3450 Alleroed | +45 30 48 34 44

2001-2001

HR Consultant Alcatel Denmark A/S Reported to: HR Manager Denmark, Janne Schrder

Challenges: Improve administrative workflows, processes and procedures and implement in Alcatel Telecom and Alcatel Space. Participate in the merger of the 3 Nordic countries and the consequently the change management processes. Recruit engineers for Presales, Sales and After Sales positions, incl. technicians. Design and implement induction programme for new employees. Notable Achievements: Recruited 110 employees induction program and training of managers Implemented introduction programme in Alcatel Telecom and Space Acknowledged for good work in the Nordic merger with a promotion

1999-2001

Montana A/S

Montana Mbler A/S is a family-owned company with a production in a high-technological production site and manufactures desks and bookcases and shelving units. DJOB A/S is a subsidiary that produces modern electric height adjustable work desks.

1999-2001 Sales & Marketing Coordinator, later Consultant in DJOB A/S 1993-1999 Sabbatical leave, taking care of my two young sons

1982-1993 Danske Bank Danske Bank was at the time the largest bank in Denmark until the great bank mergers of the nineties. 1982-1993 Trainee, Banking Account Manager, HR consultant, Trainer, coach, responsible for trainee program

Education
2013 Sep 100 Days Growth Challenge - DTU Business School International faculty on MBA level and real live assignment in a Danish company to shape a growth strategy on a new market grade 12 on the 7-point grading scale (=A) - 10 ECTS Subjects: Industry & Competition analysis, Financial Analysis, Operations Management, Marketing, Innovation Management, Execution & Change Management. 2012 Dec AP Group International / OGC - Project Management Exam passed; grade 12 (=A) including PRINCE2 Foundation Certification - 10 ECTS

2011 March Certificate of Business Administration (CBA), AVT Business School, First part of the Executive MBA program - 180 ECTS Marketing; ALeadership and Organisational Behaviour; Passed Operations Management; B+, incl. business simulation game for 5 days; no 13/37 Financial Controlling and Analysis; B Strategy I + II; Passed Strategic Business Simulation for 2 days; group no 3/7 Dissertation paper; B+ 2002 1998 1996 1990 Academy Profession (AP) Degree - 120 ECTS - in HR Academy Profession (AP) Degree 120 ECTS - in Marketing College level Psychology and philosophy Finance Industry Education, Finance Diploma

Post training
2012 2008-10 2008 2005 2003 2001-05 Internal training in Change Excellence and Talent Management at Alcon / Novartis Internal Leadership Programme at Clipper Certified coach in 360 degree feed-back by Cubiks, Certified feed-back DISC Profile and TST by Thomas International Certified 360 degree feed-back coach by PDI (Personal Decision International) Sales courses, sales management, Leadership courses by Cultivator A/S

EMEA VP HR | Talent Director

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