Hire the best Head of HRs in Berlin matched in minutes from 15,000 CVs with vetted expertise
Cover strategic workforce planning, leadership coaching, employee relations, and HR operations with a freelance Head of HR who fits your setup. Get fast, precise matching with vetted, available experts.
About the role
What they lead
A freelance Head of HR shapes the people agenda when your company needs clear direction, not just day-to-day support. They align HR with business goals, work with founders or leadership teams, and keep hiring, retention, and employee structure moving in the same direction.
- Build or reset the HR roadmap
- Support leadership on org design and team growth
- Improve hiring, onboarding, and retention flows
- Handle employee issues with structure and care
Core work
The role covers both strategy and hands-on execution. A strong Head of HR is comfortable reviewing policies, guiding managers, setting up performance cycles, and supporting change in fast-moving companies.
Typical deliverables include:
- HR policies and internal guidelines
- Performance review and feedback processes
- Hiring process design and manager support
- Employee relation handling and escalation paths
- Workforce planning for growth or restructuring
Skills that matter
Look for someone who combines people judgment with business logic. A good Head of HR understands how to lead through change, coach managers, and keep sensitive situations calm and clear.
- Employee relations and conflict handling
- Leadership coaching and manager enablement
- Org design and workforce planning
- HR process setup and documentation
- Strong communication in English, and often German in Berlin-based teams
Tools and focus
This work often touches HRIS systems, applicant tracking tools, payroll coordination, and performance management software. The best freelance Heads of HR do not get lost in tools; they use them to make decisions, document clean processes, and keep teams informed.
They are especially useful in startups, scale-ups, and international teams in Berlin that need local HR knowledge, remote coordination, or help bridging English-speaking leadership with German employees.
When to bring one in
Companies usually hire a freelance Head of HR when growth is outpacing the current setup, when there is no senior HR leader yet, or when a reorganisation needs steady hands. They are also a good fit during leadership transitions, culture repair, hiring spikes, or when internal HR needs a reset.
A freelance setup works well when you need senior input without a permanent hire right away. It is especially useful if the scope is clear, the pressure is high, and the company needs someone who can step in quickly and make order out of complexity.
What strong ones do
The best Heads of HR are calm, direct, and trusted by both management and employees. They know when to push for structure and when to listen first.
- Translate business goals into people plans
- Keep sensitive topics factual and fair
- Set up processes that managers will actually use
- Spot problems early and act before they grow
- Balance company needs with employee trust
Meet FRATCH Head of HRs
Stefan Stallmann
Digital Transformation & AI Strategy | Business Owner | Project, Program & Portfolio Manager
Last position:
Digital & AI Transformation, Agile Culture & Business Management Consultant & Project Manager at Freelance
- Freelance work as a consultant (workshops and coaching for small to midsize companies in the areas of lean startup methodology, digital & AI transformation strategy, agile culture, design thinking)
- AI training & certification
- Project Management
Rosalina Loclair
Interim & freelance HR/ Culture and Transformation Consultant
Last position:
Interim & freelance HR/ Culture and Transformation Consultant at Rosalina Loclair Business Advisory
Act as a senior People & Transformation advisor to startups and mid-sized companies, leading restructuring, HR operating model redesign, and digital HR initiatives end-to-end.
Drive HRIS/ATS selection and implementation (incl. Personio, Greenhouse, etc.), process design, stakeholder alignment, and internal communication to ensure adoption and measurable operational impact.
Advise executives on workforce planning, labour law considerations, organisational structure, and decision-making mechanisms during change and growth phases.
Build pragmatic recruiting strategies for critical roles (incl. AI/Tech), improving sourcing approach, funnel quality, and hiring velocity.
Selected projects:
Marley Spoon SE: supported a major restructuring process, advising on labor law and workforce planning.
Promedio GmbH/Osteopro: HR digitalisation, HRIS implementation, and launch of a modern corporate website (cross-functional transformation).
Journee GmbH: advised on tech recruiting and talent strategy for senior AI profiles.
PTW Europa GmbH: first HRIS implementation, process design, and internal comms.
Focus areas: HR Strategy, Digital HR Transformation, HRIS/ATS implementation, Change Management, Restructuring, Recruiting, and Future Skills (AI in HR).
Lucia Papa
Head of HR
Last position:
Head of HR at M-A-U-S Seminare gGmbH
- Building, developing, and leading the HR department
- Advising the management and introducing new role models
- Employee development and introduction of internal HR processes
Mareike Noll
Co-Founder | People, Culture & Workplace Consultant
Last position:
Co-Founder | People, Culture & Workplace Consultant at vianu GmbH
We are experts in people and culture, advising clients on designing their future organizations and work environments across the entire employee lifecycle.
Core areas: Development & coaching; Interim support & sparring; Digitization of HR processes.
Passionate about developing people and value-based organizations.
Maximilian Gracz
Transformation project manager with focus on establishing a global collaborative culture and modern leadership
Last position:
Transformation project manager with focus on establishing a global collaborative culture and modern leadership at Global semiconductor corporation
- Developed a 5-chapter change story and vision and communicated it in a global virtual town hall to 800 people
- Set up a transformation team and co-created an organizational analysis to identify strengths and challenges for strategy implementation
- Conducted a top management workshop to reflect the analysis results, develop change measures, and create ownership for transformation implementation
- Developed a PO and tribe concept to establish (agile) practices and roles that promote global collaboration across different sites and plants
- Organized an offsite event to activate the top 60 leaders for transformation execution and to implement the vision and strategy
- Handled multi-stakeholder management and project management for all interest groups (HR, C-level, works council)
- Designed and conducted communication events ("roadshows") at all plant locations to inform about the organizational analysis and involve them in the path forward for strategy implementation (from awareness to ownership to commitment)
Jamie Turner
People & Culture Transformation Executive
Last position:
Senior Vice President People & Talent at IDnow GmbH
- Implemented sustainable growth strategies supporting successful company sale !!
- Reported to CEO as a c-suite member Senior Vice President People & Culture with 20 direct reports located internationally throughout Europe
- Led and built int’l HR function (from 0~20 FTEs) for ~500 FTE workforce during a fast-paced, scale-up phase, across 10 European offices
- Hyper scale-up environment (hired 150+ new hires in 6 months)
- Centralized HR from 3 legacy companies during post-merger transaction (0 attrition in HR team, capability uplift from 0 to 100% in-role growth)
- Budgeted, forecasted, managed a €50 million group labor budget aligned with go-to-market labor plans
- Oversaw near and offshore projects as a result of budget vision/constrains/targets
- Overhauled talent acquisition (60% cost svgs, 40% reduced time, 90% success rate)
- Implemented skill & salary growth schemes + succession strategies repeating 10+ cycles (25% workforce competency growth, 10% attrition drop, 40% internal mobility increase)
- Built targeted skill development platform (savings 50% with 40% increased utilization)
Selina Furter
Head of People & Culture
Last position:
Head of People & Culture at Relaxound GmbH
- Strategic and operational overall responsibility for all HR matters in a growing retail company (60 employees)
- Led a company-wide HR restructuring, including realignment of structures, communication with leadership, and change management
- Built and established a high-performing People & Culture team (5 members), focusing on autonomy and development
- Introduced a feedback system that supports long-term employee engagement and performance growth
- Developed value-based employer branding, including new company values and communication
- Promoted an employee-centered, trust-based culture – even under pressure of change
Marco Starck
HR Director
Last position:
HR Director at Baller League GmbH
The new old football, because it all started on the nation's street soccer fields. Unpredictable, authentic, and technical football - no politics. No tactics. Free for fans to experience. A game for all football fans, and for those who aren't yet. The street soccer mentality is immediately felt by viewers, as it's exactly where most people fall in love with playing and the sport. Football takes center stage and is supported by top-class entertainment - not the other way around. Welcome to the Baller League, where we live and love the true magic of football.
Deborah Caulet
People & Culture (HR) Consultant, Coach & Trainer
Last position:
Freelance People & Culture Consultant, Advisor, Coach & Trainer at Aligned Collective
- Consulting, Advising & Interim roles: Leadership Trainer at Agreena (2024-02 to 2024-07), Fractional VP People & Culture at SPREAD.ai (2024-10 to 2025-03), Advisor & Coach at MIKUTA (2024-11 to 2025-10), Advisor at HOLY (2025-04 to 2025-08)
- Executive & Leadership Coaching
- Leadership Development Training
Marie Richter
HR & Compensation Consultant, Fractional VP People
Last position:
HR & Compensation Consultant, Fractional VP People at Marie Richter HR Consulting
- Interim VP People at Malt, Vay, Sharpist, Unleashed Capital, and i2x
- Project work with Zalando, DeepL, DoorDash, Bilfinger, Aiven, Contentful, Gorillas, Tier Mobility, Moss, Oetker Digital, and Uberall on compensation & benefits, performance & talent management, people operations, and HR business partnering
- Implementation of HR & compensation tools at DeepL, Flink, HeyJobs, Yager, Finoa, and Unleashed Capital
- Hourly HR & compensation consulting for Lufthansa Innovation Hub, Finanzguru, DigitalService des Bundes, ifok, Vialytics, Leonyte, ACELR8, and Refokus
Katharina Hahn
Workplace Culture & Organizational Consultant
Last position:
Workplace Culture & Organizational Consultant at Self-Employed
- Built a studio with programs to support organizations in their transition to a more life-centered and productive work culture
- Creating workplaces people love
Sebastian Heck
Head of Human Resources
Last position:
Head of Human Resources at Sky Deutschland Customer Center GmbH
- Strategically managed HR policies with a direct reporting line to executive management
- Collaborated on pan-European projects to consolidate HR processes and projects
- Supported campaigns to improve employee engagement
- Responsible for implementing new system-based processes and tools in HR
- Served as liaison to various departments of the parent company, Sky Deutschland
- Held disciplinary responsibility for 5 employees in the HR department
Marcus Winterfeldt
Human Resources Manager & Consultant
Last position:
Human Resources Manager & Consultant at Self-Employed
Beatrice Kahl
HR Generalist | Chief People Officer
Last position:
Freelance HR Consultant at Nosh.bio GmbH
Mickaël Arrestier
Interim Managing Director & Head of People
Last position:
Interim Managing Director & Head of People at Digital Rocks GmbH
Discover over 15,000 top freelancers
Head of HRs statistics
Typical experience
18 years
Average project duration
3.6 years
Certifications per freelancer
2
Top business areas
Human Resources, Project Management, Marketing
Top industries
Professional Services, Information Technology, Media and Entertainment
Most common languages
German, English, French
Bachelor's degree or higher
93%
Master's degree or higher
71%
Salary / Daily Rate Distribution
The chart shows how the daily rates of freelancers in this role are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows how many freelancers charge within that range. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
Average rates for Head of HRs & Seniority distribution
Rates are based on recent contracts and do not include FRATCH margin.
The average daily rate is the mean of all daily rates from recent contracts of comparable freelancers on our platform.
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.
Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
Frequently Asked Questions
Have questions? See our quick guide to FRATCH
A freelance Head of HR sets the people agenda, supports leadership, and brings structure to hiring, performance, and employee relations. They often step in to design or improve HR processes, coach managers, and handle sensitive workforce topics. The role is both strategic and operational, depending on what the company needs most.
A freelance Head of HR makes sense when your team is growing fast, the HR setup is unclear, or you need senior guidance before committing to a permanent hire. It also works well during reorganisations, leadership changes, or when internal HR needs experienced backup. Companies use this format to move quickly without lowering the bar on quality.
An Head of HR usually owns the broader people strategy and the overall HR function, while an HR Business Partner is more focused on supporting specific departments or leaders. In smaller companies, the titles can overlap, but the Head of HR is typically the person who sets direction, priorities, and standards. If you need one person to hold the full people picture, this is the stronger fit.
Look for a mix of people judgment, organisation design thinking, and strong communication. A strong Head of HR can handle conflict, guide managers, improve hiring and retention, and keep policies practical. They should also understand how to work with leadership without losing trust from employees.
A Head of HR can often work partly remote, especially for strategy, process work, and leadership support. In Berlin, on-site time is often helpful for manager coaching, employee relations, workshops, and building trust with local teams. The right setup depends on how much of the role is advisory versus hands-on inside the office.
These titles can overlap, but they are not always the same. A Head of HR usually sits in the middle of strategy and operations, while a People Lead may focus more on culture and team support, and an HR Director often has a larger, more formal scope. The real difference is the mandate, not the title alone.
Ask for examples of how the Head of HR handled a real people challenge, improved a process, or supported a leadership decision. Strong candidates speak clearly about trade-offs, not just ideals, and they can explain what changed because of their work. References from managers and cross-functional partners are especially useful here.
A freelance Head of HR should expect fast onboarding, access to senior stakeholders, and a clear set of priorities. In Berlin-based companies, English is often enough for leadership work, but German may matter for employee communication and local HR matters. Good assignments give the freelancer enough room to diagnose the situation and act quickly.
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Philipp Thomaschewski
FRATCH CEO
