Ingrid M.-Interim Head of HR / People · HR IT Project Management
Check rate
Experience
Interim Head of People
LoQu Optical Group GmbH
Interim Head of People · Personio implementation & HR digitalization
Industry: Optical retail, multi-brand (eyewear & hearing care)
Size: approx. 100 locations in DE + head office
Organization: Growing group, reporting directly to CEO & executive team
Project scope & systems:
- Personio Core & Payroll: kick-off, pilot architecture, rollout for head office & ~100 stores
- SharePoint and People Services structure
- Clear separation from existing systems (LOGA)
- Data protection setup & system documentation
My role in the project:
- Overall responsibility for Personio implementation (Core & Payroll), management of external service providers
- Designed target processes for head office & store network
- Rollout materials for employees & managers
Systems: Personio (Core, Payroll), LOGA, SharePoint · Employment law: managed and agreed with the executive team
HR leadership – hands-on delivery:
- Day-to-day HR for head office and store network: contracts, amendments, allowances, compensation offers for store managers
- Managed employment law matters and agreed them with the executive team, including labor court proceedings with external lawyers
- LoQu Academy: training calendar, induction plans, onboarding, certificates
Strategic contributions:
- Target People organization chart, role profiles and FTE planning
- People lifecycle with OKRs & KPIs, feedback and employee discussions
- Sales trainee program & Store Manager career path
- Materials for advisory board & town halls; structured handover to the new Head of People
Responsible for HR KPIs: turnover, staffing structure, FTE development by location clusters, personnel cost planning
HR-Project Manager Workday
Alexion Pharma Germany
HR-Project Manager Workday
Industry: Pharma – part of AstraZeneca
Size: Global corporation, DE office
Organization: Reporting to Head of People; matrix setup with global Workday team & works council
Project scope & systems:
- Workday Time & Absence for Germany through go-live
- German working time and absence rules, works agreement
- Transition from the legacy system to the Workday environment
- Compensation Planning guide (2027 salary review)
My role in the project:
- Translated functional requirements into specifications – liaison between HR and functional development
- Coordinated testing and sign-off with the global team
- Training materials, process documentation, user training
Systems: Workday (Time & Absence), Excel Compensation Planning template · Employment law: managed and agreed with the executive team
Hands-on delivery:
- Gathered German working time and absence rules and aligned them with HR
- Compensation Planning guide for the 2027 salary review
- Materials and coordination with the works council; user training
Strategic contributions:
- Liaison between the global Workday team and local HR
- Made the salary review process for Germany easy to understand
Interim Senior HRBP – EMEA Transformation
Digi-Key Electronics
Interim Senior HRBP – EMEA Transformation
Industry: US distributor of electronic components
Size: EMEA approx. 200 employees + contractors; Minnesota headquarters approx. 2,500 employees (warehouse & shipping)¹
Organization: Matrix: Head of HR EMEA + global HR team in the US
Project scope & systems:
- Implementation and configuration of Workday modules as part of EMEA expansion
- Payroll preparation, international audits & compliance
My role in the project:
- Translated local DE requirements into global US standards
- Improved coordination with legal and external service providers
- Change management, communications; developed and tracked training
Systems: Workday · Employment law: managed and agreed with the executive team
HR Business Partner – hands-on delivery:
- Payroll preparation, employment contracts and individual employment law cases for the German office
- Comp & Ben; developed and tracked training
- Managed lawyers and external service providers; audits
Strategic contributions:
- Sparring partner to the DE management team; reporting to Head of HR EMEA
- Aligned local HR processes with global US standards
Responsible for HR KPIs: turnover, staffing structure, personnel cost planning
Interim HRBP – International IT Transformation
LAPP Gruppe
Interim HRBP – International IT Transformation
Industry: Family-owned manufacturing company, cable and connection technology
Size: approx. 5,700 employees worldwide, 26 production sites, >80 countries
Organization: Reporting to VP IT Global; global IT organization, 2 production sites in DE
Project scope & systems:
- Rexx, Paysi (Payroll), SAP modules
- New roles & job profiles for the global IT organization
My role in the project:
- Overall HR responsibility for the IT transformation, including works council & reconciliation of interests
- Developed and coordinated training programs on agile working & digital leadership
Systems: Rexx, Paysi, SAP · Employment law: managed and agreed with the executive team
Collective agreement: Metal and electrical industry (IG Metall), collective agreement
Hands-on delivery:
- New job profiles; mapped managers & employees to new positions
- Materials for the works council; job grading under the IG Metall collective agreement
Strategic contributions:
- Organization design for the international IT transformation
- Negotiated reconciliation of interests with external lawyers and management
- Workforce planning, compensation & benefits within the collective agreement framework
Responsible for HR KPIs: turnover, staffing structure, personnel cost planning
Interim HR – Site Reorganization
Elektrobit Automotive
Industry: Automotive software, international (part of Continental in 2024)
Scope: Braunschweig & Berlin offices
Hands-on delivery:
- Personally led restructuring discussions with employees
- Ongoing coordination with the works council
Strategic contributions:
- Ensured the reorganization at two sites complied with employment law
Employment law: managed and agreed with the executive team
Managing Director, Finance Focus
Meixner Interimsmanagement GmbH
Project scope & systems:
- Lexware (accounting, payroll), Stage
- AI agents & multiple AI systems in day-to-day work
My role in the project:
- Managing the GmbH: accounting, payroll, controlling & management reports
Systems: Lexware (accounting, payroll), Stage, AI agents & AI systems
Personally handled operationally:
- Accounting & payroll, working with the tax advisor
- Reviewing and negotiating contracts
- Working with AI agents and multiple AI systems for analyses, reports and documents
Strategic:
- Managing the GmbH: financial planning, liquidity, controlling & management reports
- Investment and risk management
Interim Head of HR DACH · PMI & Time Management
Knuspr.de & Gurkerl.at
Interim Head of HR DACH · PMI & Time Management
Industry: Online grocery retail, international start-up of the Czech Rohlik Group
Size: 4 logistics centers; Munich & Vienna headquarters, Group headquarters in Prague
Organization: Matrix DE · AT · CZ: reporting line to CEO & Group HR COO, functionally leading 4 HRBPs
Project scope & systems:
- Time tracking ZEUS → ATOSS in automated warehouses in Berlin, Garching, Vienna, Frankfurt
- Payroll migration SAP → DATEV, including data migration for all employees
- BambooHR, Slack
My role in the project:
- Overall responsibility for the HR side of the system implementation
- Project coordination in the matrix, reporting to CEO & Group HR COO
- Harmonizing payroll processes following the post-merger integration
Systems: ATOSS, ZEUS, DATEV, SAP, BambooHR, Slack · Employment law: responsibility and resolution with management
HR leadership – personally handled operationally:
- Functional leadership of 4 HR Business Partners in the matrix
- Social plan documents; HR operations for warehouses with shift work
Strategically contributed to:
- Post-merger integration of Bringmeister into the Knuspr structure
- Closure of the Berlin headquarters and the Olching warehouse
- Regular sparring with CEO and Group HR COO
Responsible for HR KPIs: turnover, staffing structure, personnel cost planning
Project Assistant – Agile Transformation in Aftersales
BMW Group – Aftersales
Project Assistant – Agile Transformation in Aftersales
Industry: Automotive group, customer service
Organization: Group project organization, agile teams
Project scope & systems:
- Atlassian Jira (ticketing), Confluence, Miro
My role in the project:
- Status reports, milestone and progress tracking
- Designing & delivering training on agile methods
Systems: Jira, Confluence, Miro
Head of HR
Lidl GmbH & Co. KG
Industry: Grocery retail (Schwarz Group)
Size: Regional company: 2,500 employees, logistics center, 100+ stores
Organization: Matrix: Regional management + Group headquarters
Responsibilities as Head of HR:
- Leading the HR team of 30 employees for 2,500 staff
- Employment law, collective agreement for retail and works agreements (2019–2023) – close collaboration with the works council
- Performance and salary review rounds, compensation
- Regional HR KPI reporting to management: turnover & early turnover, staffing structure & shift coverage, sickness rate, personnel costs as a % of revenue
- Culture change with eNPS & management review meetings
- Regional responsibility for audits & compliance; data protection coordinator for the HR department
- Sparring partner to regional management
HR IT (continued from the HRIS role):
- SAP HCM and SAP SuccessFactors in ongoing operations, IT outsourcing, hotline & Jira ticketing
Systems: SAP HCM (personnel administration, payroll), SAP SuccessFactors, Jira · Employment law: responsibility and resolution with management
HRIS Manager
Lidl GmbH & Co. KG
Industry: Grocery retail (Schwarz Group)
Size: Regional company: 2,500 employees, logistics center, 100+ stores
Organization: Matrix: Regional management + Group headquarters
Project scope & systems:
- Moving from paper & Excel lists to SAP HCM personnel administration: contracts & employee data, including data migration
- SAP SuccessFactors Performance & Goals for annual performance reviews
- SAP SuccessFactors Learning for training
- SAP HCM Payroll for payroll processing; IT outsourcing, hotline & Jira ticketing
My role in the project:
- Project responsibility for harmonization & implementation in the region
- Data migration and validation
- Change management; training 30 HR employees
- Works agreements for system implementations
Systems: SAP HCM (personnel administration, payroll), SAP SuccessFactors (Performance & Goals, Learning), Jira · Employment law: responsibility and resolution with management
Head of Sales / Sales Area Manager
Lidl GmbH & Co. KG
Industry: Food retail (Schwarz Gruppe)
Collective agreement: Retail collective agreement
Responsibilities:
- 14 years of sales leadership for 6 to 30 stores
- Training for store managers & Area Managers
- Working hours & shift planning in line with the collective agreement
- Introduced the sales budgeting process for 200 MA Operations
Later at Lidl: HRIS Manager (2018–21) and Head of HR (2021–23) – see separate entries.
Industry experience
See where this freelancer has spent most of their professional time.
Experienced in Retail, Automotive, Pharmaceutical, Manufacturing, Metals and Mining, and Food and Beverage.
Business area experience
See which departments and functions this freelancer has contributed to most.
Experienced in Human Resources, Information Technology, Customer Service, Marketing, Operations, and Sales.
Summary
Interim manager for HR leadership and HR IT projects – hands-on from day 1 and a trusted sparring partner for the CEO and executive team. Based in Munich, available nationwide and across EMEA.
What I bring:
- 20 years at Lidl, from Sales Area Manager to Head of HR: HR team of 30 employees supporting 2,500 employees and 100+ stores
- Interim assignments as Head of HR / People and HRBP since 2023, including LoQu Optical Group, Alexion (AstraZeneca), Digi-Key, LAPP, Knuspr
- Employment law & works councils: works agreements, reconciliation of interests, social plans, site closures; collective agreement for retail and IG Metall
- Compensation: bonuses, allowances, performance and salary reviews, Compensation Planning
- HR IT project management from requirements through go-live: Personio (Core & Payroll), Workday (Time & Absence), SAP HCM & SuccessFactors, ATOSS – functional design, testing & sign-off, works agreements & data protection, user training
- Learning & Development: academies, onboarding, trainee programs
- International: DE, AT, CZ and EMEA – German, Slovak, Czech, English, Polish (good working knowledge)
Typical assignments:
- Interim Head of HR / People: cover a vacancy, lead the team, ensure a smooth handover to the new leader
- HR IT implementation or project recovery: when go-live is at risk, HR and IT are not aligned, or the works council is blocking progress
- Restructuring, post-merger integration and building HR structures in growing companies
Skills
Hr Management & Leadership
- Interim Head Of Hr / People, Hrbp
- Leadership Of Hr Teams & Hrbps (Up To 30 Employees)
- Sparring Partner To Ceos & Executive Teams
- Employment Law & Works Councils, Works Agreements
- Reconciliation Of Interests, Social Plans, Restructuring
- Post-Merger Integration
- Compensation, Bonuses & Allowances, Compensation Planning
- Performance & Salary Reviews
- Collective Agreement For Retail & Ig Metall
- Hr Kpis: Turnover, Staffing, Personnel Cost Planning
- Audits & Compliance, Data Protection
Hr It & Project Management
- Hr It Project Management Through Go-Live
- Requirements Analysis & Target Processes
- Functional Design & Specifications
- Testing, Sign-Off, Parallel Operations
- Time Management & Payroll Processes
- Change Management & User Training
- Status Reporting & Management Of External Service Providers
Hr Systems & Tools
- Personio (Core, Payroll)
- Workday (Time & Absence, Hcm)
- Sap Successfactors
- Sap Hcm
- Atoss, Zeus
- Loga, Rexx, Bamboohr
- Jira, Confluence, Miro, Sharepoint
Learning & Development
- Academy Setup, Training Programs
- Onboarding & Trainee Programs
- Agile Working & Digital Leadership
Industries
- Retail, Optical Retail
- Pharma, Electronics Distribution, Manufacturing, E-Commerce
Ai In Hr
- Ai-Assisted Analyses, Concepts, Specifications And Training Materials
Languages
Education
WU Bratislava
Business Administration · Bratislava, Slovakia
Doktorat · Human Resources
HAW Reutlingen
MBA · Reutlingen, Germany
Statistics
Experience
Global experience
Expertise
Qualifications
Frequently asked questions
Have questions? Find more information here.
Ingrid is based in Munich, Germany.
Ingrid speaks the following languages: Czech (Native), German (Native), Slovak (Native), English (Advanced), Polish (Intermediate).
Ingrid has at least 24 years of experience. During this time, Ingrid has worked in at least 11 different roles and for 9 different companies. The average length of individual experience is 2 years and 2 months. Note that Ingrid may not have shared all experience and actually has more experience.
Based on recent experience, Ingrid would be well-suited for roles such as: Interim Head of People, HR-Project Manager Workday, Interim Senior HRBP – EMEA Transformation.
Ingrid's most recent position is Interim Head of People at LoQu Optical Group GmbH.
In recent years, Ingrid has worked for LoQu Optical Group GmbH, Alexion Pharma Germany, Digi-Key Electronics, LAPP Gruppe, and Elektrobit Automotive.
Ingrid is most experienced in industries like Retail, Automotive, and Manufacturing. Ingrid also has some experience in Metals and Mining, Pharmaceutical, and Food and Beverage.
Ingrid is most experienced in business areas like Human Resources, Information Technology, and Customer Service. Ingrid also has some experience in Marketing, Operations, and Sales.
Ingrid has recently worked in industries like Retail, Automotive, and Manufacturing.
Ingrid has recently worked in business areas like Human Resources, Project Management, and Information Technology.
Ingrid holds a Doctorate in Human Resources and a Master from HAW Reutlingen.
Ingrid is immediately available for suitable projects.
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The median daily rate is the middle value of all daily rates — half of comparable freelancers charge less, half charge more. Unlike the average, it is barely affected by outliers.
Calculated based on our freelancers’ daily rates as of 12 Nov 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
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