Heads of HR in Germany
in minutes from over 15,000 CVs with AI-driven matching.Bring in senior HR leadership for org design, employee relations, talent strategy, and change programs. Whether you need an interim HR Director, a Head of People, or support across multiple business units, get fast, precise matches with vetted, available freelancers.
Meet FRATCH Heads of HR in Germany
Ingrid M.
Last position:
Interim Head of People at 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
Gabrielle D.
Last position:
People Lead at Una Health
- Hired to build the People function from the ground up as the first People hire
- Defined the hiring plan and closed 2 Sales Manager hires
- Ran a people and culture audit and built the 12-month People roadmap
- Managed the hiring freeze and overall communication after the company lost its DiGA listing following a regulatory decision
Marina M.
Last position:
Independent Interim HR Manager & HR Consultant at Freelance
- Available for interim assignments as Interim HR Director, Interim Head of HR, Interim CHRO, as well as HR transformation and project assignments; nationwide and pan-European, open to all industries.
- Focus: HR Strategy, organizational development, post-merger integration from Day 1, HR digitalization, performance management, building and scaling HR organizations.
Nina H.
Last position:
HRIS implementation at manufacturing company
Data management: complex imports of historical data during system migrations (20 – 230 employees), Personio, Recruitee, Softgarden, etc.
Klaus Z.
Last position:
Head of HR, Mechanical and Plant Engineering at Interim Management (freelance)
- HR subject matter partner to management and leaders
- Advising employees on HR matters
- Maintaining the department’s ability to operate during the transition
- Analyzing weaknesses in the performance review process
- Integrating the SAP performance review tool
- Negotiating and organizing short-time work
- Analyzing and consolidating employment contracts
- Preparing employment references and recruiting
- Advising on organizational development
Sebastian K.
Last position:
Group Head of HR Operations at Universal Investment
- Built and led global HR operations including payroll across EU & Singapore (team of 21 across three countries), supporting a workforce of 1,800 employees
- Reduced operational costs by EUR 5M through redesigning HR IT landscape (one group-wide HRIS, Workday implementation)
- Acted as trusted HR advisor for executive team on data driven decision making
- Transformed operations from legal entity focused to scalable group procedures to reduce headcount and transfer positions to best-cost country Poland
- Standardised end-to-end lifecycle processes (employees & external workers), enabling scalable international delivery and sustainable compliant operations
- Led HR programs and projects, including M&A initiatives enabling further international growth
- Defined strategy for payroll services including provider management, integrations built to Workday to ensure sustainable high-quality and compliant delivery
- Created structures to ensure global alignment and continuous improvement of various teams and stakeholder processes and IT tool management
Frank T.
Last position:
HR Director Germany and Calibration & Testing Nordics ad interim at Element Materials Technologies
Filled the managing director position for the German branch
Revised and optimized collaboration between Finance and HR for Sweden, Denmark, Finland, and Germany
Martin F.
Last position:
Head of People & Culture (ad interim) at ALLPLAN GmbH
- Restructuring project (AI and offshoring driven)
- Leading the function in the absence of the CHRO
- Transformation
- Driving the change
Greta D.
Last position:
HR Director of Group / Interim Head of HR at Rodopi Group
- Optimize HR processes
- Design and implement HR IT systems
- Manage HR teams in Greece, Bulgaria and Portugal
- Responsible for global mobility
- Develop the HR department
- HR controlling
- Work on the performance management system
- Optimize the HR IT system and create new features
- Coordinate the HR implementation project
- Responsible for a team of 8 direct reports and 4 countries: Germany, Portugal, Greece and Bulgaria
- Integrate new strategies and policies across regions and support headquarters and local managers with people-related matters
- Establish and develop HR departments in all regions
- Responsible for internal communication
- Develop a strategy for talent acquisition and development
- Ensure compliance with all applicable local and national regulations
- Develop job descriptions and recruitment requirements to align with expectations
- Drive change management across the group
- Design HR strategy
- Optimize HR processes and services
- Work with CEOs on new business strategies
- Analyze the business and its needs
- Design and integrate training for management
- Sector: Renewable energy
- Staff: 900 employees
- Revenue: 55 Mio. Eur
- IT: Internally developed HR system
Martina K.
Last position:
Interim Managing Director at creativ collection Verlag GmbH (ccvision)
- Interim management during generational transition until handover to the successor on 01.01.2027
- Organizing key topics, digitalization and automation, team leadership, and structured handover
- Restructuring structures, responsibilities, and governance, including at the subsidiary
- Driving innovation and future readiness
Tasneem W.
Last position:
Chief People Officer & COO Advisor at Ecocatalytic Recycling & Unimax Refinery / Safarica GmbH
Two high-growth environmental circular-economy businesses specialising in sustainable recycling and refinery of e-waste, catalytic converters, and non-ferrous precious metals / Platinum Group Metals (PGMs: platinum, palladium, rhodium)
Strategy execution, growth & scalability: execute organisational strategy focused on sustainable growth and preparing scalable business models across countries and multiple business units
Executive advisory & leadership support: strategic advisor to executive team through insights, data-driven analysis and scenario planning to guide high-impact decisions and long-term direction
Acquisitions & strategic partnerships: supported expansion initiatives, including the acquisitions of Blackpool and Atlas Group, and strengthening of supplier partnerships with Mairec (Germany) and Petra Recycling Europe (Spain)
Project management & operations support: advised on systems implementation, workflow optimisation, process improvements, and development of performance metrics
Strategic Partner to C-Suite supporting the business strategy, acquisitions, partnerships, scale and sustainable growth, and leadership enablement. Environmental circular-economy businesses in sustainable recycling and Platinum Group Metals. AI Startup building a Travel Planning platform.
- Delivered Ecocatalytic strategy for scalable growth across the SADC region.
- Executive advisory on Safarica Product Development & GTM strategy in SADC markets.
- Developed Target Operating Model (TOM) for future growth across key markets in Africa and Europe.
- Leadership Development and Performance Metrics
Norbert P.
Last position:
Head of Operations and Personnel – Train Crew at VIAS Rail GmbH and VIAS Logistik GmbH
- Strategic and operational responsibility for the Operations and Personnel division for train crew in Odenwald, Rheingau and Frankfurt.
- Leadership and management of employees and managers.
- Responsibility for operational processes, workforce management and organizational development.
- Optimization of structures, processes and collaboration within the division.
- Development of leadership, performance and operational organization.
Alma A.
Last position:
Head of HR at KION Group | Eisengießerei Dinklage
Heavy metal industry
- Transformation
- Negotiation and conclusion of works agreements
- Advice and implementation of labor law measures
- Management and optimization of all core operational HR processes
- Pre-accounting
- Social selection & reconciliation of interests
- Workforce reduction
- Workday
- Zeus
- ownCloud
Marcus B.
Last position:
Interim HR Manager at Schadensbeseitigung NRW GmbH
Rainer L.
Last position:
Associate HR Director and Director HR DACH at Daher Aerospace GmbH & Daher Logistik GmbH
- Stabilization and skills development in the HR department (15 employees)
- Integration of HR functions and improvement of collaboration with central units at the HQ in France
- Restructuring and performance improvement at critical locations
Discover over 15,000 top freelancers
Heads of HR statistics
Aggregated from the professional profiles of matched freelancers.
Experience
24 years
Position duration
3.1 years
Positions per freelancer
11
Top business areas
Human Resources, Project Management, Operations
Top industries
Professional Services, Manufacturing, Information Technology
Certification focus areas
Human Resources, Legal, Information Technology
Bachelor's degree or higher
87%
Master's degree or higher
64%
Doctorate
10%
Certifications per freelancer
3
Most common languages
German, English, French
Speak two or more languages
98%
Based on our profile pool as of 15 Nov 2026.
Daily rate distribution
The chart shows how the daily rates of experts in this role in Germany are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows the share of experts charging within that range.
Discover detailed Heads of HR rate benchmarks:
Explore rate insightsAverage rates for Heads of HR in Germany
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.
Calculated based on our freelancers’ daily rates as of 15 Nov 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
Heads of HR experts industry focus
See which industries our matched freelancers work in most often — every figure is calculated live from the freelancers on FRATCH.
- Professional Services (84%)
- Manufacturing (62%)
- Information Technology (52%)
- Retail (46%)
- Automotive (40%)
- Banking and Finance (32%)
- Education (30%)
- Transportation (30%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the role
What they lead
A Head of HR sets the people agenda and turns business goals into clear HR action. They define policies, steer day-to-day HR operations, and align leaders on hiring, development, retention, and workforce planning. In many companies, this role also acts as HR Director or Head of People, depending on the structure.
Typical deliverables
- HR strategy and annual people priorities
- Org design and role clarity across teams
- Recruitment process improvement and hiring support
- Employee relations guidance and manager coaching
- Performance, compensation, and development frameworks
- Change support during growth, restructuring, or integration
Skills that matter
Strong Heads of HR combine business judgment with calm execution. They need a solid grasp of labor relations, leadership coaching, HR operations, and communication. They should be confident with HRIS, ATS, performance tools, and common collaboration stacks, while knowing when to step into sensitive conversations and when to build scalable process.
- Strategic thinking with hands-on delivery
- Clear communication with executives and line managers
- Practical knowledge of talent, payroll coordination, and compliance topics
- Experience working with HR teams, Finance, Legal, and Operations
- Ability to shape policy without creating unnecessary complexity
When companies bring them in
Companies often hire a freelance Head of HR when they need senior support without a long internal search. This is common during rapid growth, leadership change, restructuring, international expansion, or when an existing HR team needs direction. In Germany, clients also look for local HR leadership that can work well with German-language employee communication and local stakeholder expectations.
What strong professionals do
A strong HR Director does more than keep processes running. They spot people risks early, improve manager quality, and make HR decisions that support the business instead of slowing it down. They can work as an interim leader, steady an overloaded team, and bring structure to messy HR topics without losing trust.
Fit for the role
The best freelancers in this role know how to enter fast, assess the situation quickly, and set priorities without creating noise. They are credible with executives and practical with employees. For complex environments, look for people who have led HR through transformation, handled sensitive employee relations, and built clear operating rhythms for the HR function.
Frequently asked questions
Curious about Heads of HR? Here are the answers that come up again and again.
A Head of HR sets direction for the people function and helps leadership turn business needs into HR actions. That usually includes workforce planning, hiring priorities, employee relations, manager support, and the shape of HR processes. In many companies, the role also covers policy work, org changes, and coordination with Finance and Legal.
A freelance HR Director is a strong choice when you need senior leadership fast, but the role is not yet stable enough for a long internal search. It also works well for interim cover, restructuring, growth phases, or a stalled HR setup that needs structure before a permanent appointment. Companies often use this option to keep momentum while they define the long-term shape of the function.
A strong Head of People combines strategic thinking with hands-on HR execution. Look for experience in employee relations, leadership coaching, org design, performance processes, and change support. They should also communicate clearly with executives and be comfortable working across HR systems and core operational topics.
An HR Manager usually focuses more on day-to-day HR delivery and team coordination, while this role owns the broader people agenda. A People Operations lead is often more process and tooling oriented, with less scope for executive-level decision-making. The Head of HR sits closer to business leadership and is expected to shape priorities, not just run processes.
Yes, a Head of HR can work in all three setups, but the right mix depends on the topic. Sensitive employee relations, leadership alignment, and restructuring often benefit from on-site presence, while policy work, planning, and process design can be handled remotely. In Germany, many clients prefer some in-person time for trust-building with managers and works councils where relevant.
If managers handle people issues differently, hiring feels reactive, or HR work is spread across too many people, you likely need a Head of HR. Other signs are weak role clarity, unclear policies, poor onboarding, or a change program that has no clear people owner. The role is especially useful when the business is growing faster than its HR structure.
Look at how a Head of HR thinks, not just the list of tasks they have done. Good signs are structured priorities, clear stakeholder management, and examples of improving team performance or solving sensitive issues without conflict. Strong professionals can explain what they changed, why they changed it, and how the business benefited.
For a Head of HR assignment in Germany, clarity on scope, decision rights, and key stakeholders matters from day one. You should also check whether the company expects local language support, works council interaction, or support for cross-border HR topics. The best assignments give you enough authority to move the function forward, not just keep it afloat.
The average hourly rate for Heads of HR in Germany is 129 €, which corresponds to a daily rate of about 1,032 € based on an 8-hour working day.
Of the freelancers working as Heads of HR in Germany, 87% hold at least a Bachelor's degree, 64% hold at least a Master's degree, and 10% hold a doctorate.
On average, freelancers working as Heads of HR in Germany have 24 years of professional experience, with a single engagement typically lasting around 3.1 years.
The most common languages among freelancers working as Heads of HR in Germany are German (100%), English (96%), and French (32%).
The most common industries among freelancers working as Heads of HR in Germany are Professional Services (84%), Manufacturing (62%), and Information Technology (52%).
The most common business areas among freelancers working as Heads of HR in Germany are Human Resources (100%), Project Management (70%), and Operations (52%).
FRATCH Heads of HR main locations
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
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Philipp Thomaschewski
FRATCH CEO
