Hire the best Heads of HR in Munich from vetted freelancers, matched in minutes with the power of AI
Support for org design, employee relations, hiring process fixes, and people strategy. Ideal for HR Director, Head of People, or interim HR leadership needs. Get fast, precise matching with vetted, available freelancers.
About the role
What they lead
A Head of HR sets the people agenda and makes sure it works in daily operations. The role connects leadership, managers, and employees across hiring, performance, culture, and compliance. In many companies, this also appears as HR Director or Head of People, depending on the size and structure of the team.
Typical work
- Build or refine HR strategy for growth, restructuring, or post-merger change
- Improve recruiting processes and hiring manager support
- Shape performance management, feedback, and leadership routines
- Handle employee relations, policy updates, and sensitive people cases
- Guide payroll, benefits, and HR operations together with internal or external partners
Skills that matter
A strong Head of HR combines people judgment with structure. They need clear communication, trust with executives, and the ability to work through conflict without losing pace. They should know how to read the business, align stakeholders, and turn broad goals into practical HR processes.
- Knowledge of employment law basics, policies, and documentation
- Experience with recruiting, onboarding, retention, and offboarding
- Confidence in change management and organizational design
- Strong writing for policies, manager guides, and internal communication
- Familiarity with HR systems, reporting, and workflow setup
Tools and methods
The work often touches ATS and HRIS tools, performance review systems, survey tools, and reporting dashboards. In practice, the best professionals use simple methods: clear owner mapping, standard interview processes, manager training, and documented decision paths. They keep HR work consistent without making it heavy.
When companies bring one in
A freelance HR Director or Head of People is useful when the company needs senior HR leadership without waiting for a permanent hire. This is common during growth, restructuring, leadership change, or when internal HR needs stronger direction. Companies in Munich often look for someone who can work with local leadership, handle German-language coordination when needed, and still stay close to international teams.
What strong candidates deliver
- A clear view of current people issues and immediate priorities
- Stable HR processes that managers can actually use
- Better hiring flow and clearer decision ownership
- Trusted handling of sensitive employee topics
- Practical recommendations that leadership can act on quickly
Strong Head of HR professionals are calm, direct, and hard to surprise. They do not just write policies. They make HR usable for managers, fair for employees, and aligned with business goals.
Meet FRATCH Heads of HR
Klaus Zwingel
Head of HR, Machinery and Plant Engineering
Last position:
Head of HR, Machinery and Plant Engineering at Interim Management (freelance)
- Acting as a professional sparring partner for management and leaders on HR topics
- Advising employees on HR matters
- Maintaining department capability during transition
- Analyzing weaknesses in the performance appraisal process
- Integrating the SAP appraisal tool
- Negotiating and organizing short-time work
- Analyzing and consolidating employment contracts
- Preparing references and recruiting
- Advising on organizational development
Antje Maier
HR Business Partner & Head of HR
Last position:
Director HR at CT IT Consulting
- HR consulting for the 'Digitization of the German Federal Financial Administration' project
- Conducting a project-based personnel requirements analysis
- Designing the introduction of agile project management & SCRUM in HR
- Recruiting for required positions
Sebastian Krammer
Senior HR Leader Transforming Businesses International Operations & Strategy
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
Alessa Eleftheriadis
Founder
Last position:
Founder at PT – People Topics UG
- Advising companies and individuals throughout the entire people lifecycle
Jennifer Kraft García
Vice President People, Culture & Organization
Last position:
Vice President People, Culture & Organization at Xempus
- Built HR function from ground up: talent acquisition, performance systems, compensation frameworks, and L&D programs
- Designed organizational structure supporting 150% headcount growth while maintaining culture and performance standards
- Implemented AI-enabled HR processes reducing administrative overhead by 40%
- Established executive coaching and leadership development programs
- Created data-driven workforce planning and analytics capabilities
- Acted as strategic advisor to C-Suite on organizational design and people strategy
Rainer Lohmann
Associate HR Director and Director HR DACH
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
Yvonne Beer
Freelance part-time consulting & development of functional specifications in the Process Excellence project for the HR Shared
Last position:
Freelance part-time consulting & development of functional specifications in the Process Excellence project for the HR Shared at Automotive Group
- Consulting and development of functional specifications in the Process Excellence project for the HR Shared Service Center
- Payroll and time management
- Compensation & benefits
- Personnel development
Liam Nelissen
Head of HR Operations
Last position:
Head of HR Operations at IFCO
- Lead the global HR Operations function, shaping strategic direction for HR service delivery and people technology across all regions.
- Partner with senior HR leadership to establish scalable HR service models, ensuring alignment between technology (HRIS, case management, portal systems) and business needs.
- Oversee delivery excellence across Tier 1–2 support and field HR, ensuring value creation and alignment with strategic business objectives.
- Drive organizational efficiency through automation, digitalization, and process optimization, achieving measurable improvements in service levels and cost effectiveness.
- Champion the development of the employee experience through an integrated HR knowledge base, clear communication standards, and manager enablement tools.
- Lead procurement and vendor management for global HR processes including background checks, assessment tools, and compensation systems.
- Foster a continuous improvement mindset with an emphasis on data insights, compliance, and operational excellence.
Sandra Feldmann
Head of Talent
Last position:
Head of Talent at Octopus Energy GmbH
- Responsible for innovative sourcing and recruiting strategies to attract A-players
- Managing the entire recruiting process (excluding tech) for blue- and white-collar roles
- Leading a 14-member team
- Building an AI-powered HR tech stack
- Promoting employer branding, active sourcing, and data-driven process optimization
Anke Fachon
Head of People Culture & Places (Interims Project)
Last position:
Head of People Culture & Places (Interims Project) at Autoflight Europe GmbH
- Set up a new HR department within the company
- Development of a strategic 5-year plan including work force planning / budgeting
- Recruiting of new engineering team
- Implementation of leadership teams
- Facility management and site planning
- HR management processes i.e. payroll, business travel, visa processes
- Design adequate compensation and benefit structure
- Support all immigration processes for onboarding of new employees
Atika Imtiaz
Head of People & OD
Last position:
Head of People & OD at Spread Group (sprd.net AG)
- Took over the people change management project as lead and worked with external consultants to facilitate the change organization-wide by developing a sounding board, conducting regular follow-up meetings, and organization-wide announcements
- Lead a People & OD team to ensure continuous learning in the organization
- Designed and implemented a new grading structure to facilitate fair pay based on a transparent model
- Introduced a new HRIS “Leap-some” to facilitate employee engagement, synergy, and uniformity organization-wide
- Conducted DE&I survey to formulate a proper strategy based on factual data and organized annual women’s day campaign
- Designed the format of leadership development programs across all levels of the organization
- Managed employee onboarding
Anita Adam
Head of HR
Last position:
Head of HR at digital@M GmbH
Sarah Fischer-Winkelmann
People and Culture Partner at mantro product studio
Last position:
People and Culture Partner at mantro product studio
Discover over 15,000 top freelancers
Heads of HR statistics
Typical experience
22 years
Average project duration
2.9 years
Certifications per freelancer
2
Top business areas
Human Resources, Project Management, Operations
Top industries
Professional Services, Automotive, Information Technology
Most common languages
German, English, French
Bachelor's degree or higher
73%
Master's degree or higher
36%
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 Heads of HR & 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
Looking for clear information? Everything important about FRATCH is here
A Head of HR usually steps in where senior people leadership is needed. That can include HR strategy, hiring process design, employee relations, performance management, and support for managers. In many assignments, the work also covers policy updates and coordination with payroll, legal, or external advisors.
A freelance Head of People or HR Director makes sense when you need senior leadership quickly, for a defined period, or for a specific change project. It is often the better choice during growth, restructuring, leadership gaps, or when the company is not ready for a permanent hire yet. You get focused support without a long hiring cycle.
Look for strong judgment, clear communication, and practical experience with managers and employees. A good Head of HR should understand hiring, employee relations, performance processes, and the basics of HR compliance. The best candidates can turn strategy into processes that people actually follow.
An HR Business Partner usually supports a business unit or region more closely and works within an existing HR structure. A Head of HR leads the function, sets priorities, and owns the overall people approach. If you need someone to steer the whole HR agenda, the senior leadership role is the better fit.
Yes, many parts of the work can be done remotely, especially process design, policy work, reporting, and leadership calls. For employee relations, workshops, or sensitive change topics, on-site time in Munich can help. The best setup depends on how much the person needs to work with local managers and employees in person.
Companies in growth phases, reorganizations, or leadership transitions often need a Head of HR most. It is also common in international businesses that need stronger alignment between local HR work and central people policies. In Munich, this can include companies with mixed local and global teams.
Ask for concrete examples of how they handled change, manager issues, or process gaps. A strong HR Director should be able to explain what they improved, how they worked with leadership, and what stayed in place after their assignment. Good signs are clear thinking, calm communication, and practical follow-through.
Early deliverables usually include a current-state assessment, clear priorities, and an action plan for the first phase of work. A strong Head of People may also deliver manager guidance, updated process steps, and a clean view of open risks. The exact scope depends on whether the focus is strategy, operations, or a specific change project.
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Philipp Thomaschewski
FRATCH CEO
