Nicole (Andrea) Seiler-Senior HR Manager

• Setup & structure: Complete rebuild and structuring of the HR department in a dynamic startup environment
• People management: Taking full responsibility for operational and strategic HR
• Culture & team: Active further development of the company culture during the transformation phase

Problems: Accounting employee with payroll know-how leaves on short notice, no payroll know-how in-house

Action: Outsourcing payroll to an external provider

Result: Cost savings, compliance, reduced payroll risk, ensuring monthly payroll

Problems: No HR department in an SME with 100 employees (missing processes, recruitment bottlenecks with hard-to-fill positions, low employer awareness, unused HR system).

Action: Building the area from scratch, setting up and introducing core HR processes, digitalizing (e-file, applicant tracking, etc.), creating role descriptions and a specialist career concept, improving the training concept and expanding apprenticeships, employer branding concept as well as career page, designing and implementing employee reviews

Result: Establishing a structured, functional, legally compliant, and scalable HR department in a short time, faster filling of critical positions, structured processes - thus time savings, content employees and less turnover

• Site-overarching management: responsibility for the HR area of the Bretten and Dortmund plants.
• Collective bargaining: application and optimization of company collective bargaining and compensation rules within the ERA collective agreement
• Co-determination: leading negotiations with employee representatives (works councils) at both sites
• Process optimization: optimization of annual performance reviews as well as core HR processes (onboarding and offboarding, recruiting, etc.)
• Compliance: responsibility for data protection requirements (in connection with the US parent company) and occupational safety guidelines

• Agile transformation: active member of the transformation team to develop the company into an agile organization
• Agile HR: making the recruiting process more agile (e.g. running collaboration days) and optimizing development discussions in an agile context
• IT systems project management: introduction and administration of the applicant tracking system (REXX) as well as optimization of time management (Access database)
• Health management (BGM): project management for setting up and monitoring the budget of the company health management program
• International and special topics: support for foreign assignments (expats) as well as handling short-time work and maternity leave/parental leave
• Training: creating and introducing a training concept; recruiting and supporting DHBW students and apprentices
• Recruiting of specialists and managers, operational handling and coordination of topics, employer branding and personal marketing