HR Business Partner in Germany

HR responsibility for several business units, clusters and central functions in a software group that has grown through acquisitions.

• Advising executive teams and managers on organization, leadership and complex personnel matters.
• Analyzing and realigning structures, roles, responsibilities and capacities together with the business.
• Managing complex Employee Relations, performance and employment-law-related personnel cases; supporting restructuring and separation processes.
• Workforce planning and management using HR KPIs, personnel costs and budgets; talent and development decisions.

Selected project results:

HR support for the integration of formerly independent business units into cluster structures; realignment of roles, skills and capacities, as well as linking organizational and workforce planning with business requirements.

• Focus areas: location analysis and career planning, support during change processes or conflict situations, stress management and work-life balance

HR Transformation, Global Mobility & HR Innovation:

• Led the Global Mobility workstream for an International Assignment Host Payroll implementation, designing and executing 70+ UAT scenarios and validating cross-country payroll integrations to support a controlled and accurate global rollout.
• Developed a multi-country immigration cost-modelling framework spanning 14 countries and 2,000+ employees during the DXC–Luxoft integration, providing leadership with workforce transition cost visibility to support integration planning and decision-making.
• Established the first Global Mobility SOP framework, mapping and documenting 40+ processes to standardize workflows, strengthen governance, reduce dependency on individual knowledge and enable scalable knowledge transfer across global teams.
• Automated and standardized Global Mobility cost-estimation models using Excel macros, reducing manual effort and improving consistency and accuracy in international assignment financial modelling.
• Assessed processes across 15 HR Operations teams, establishing KPIs and acceptance criteria with stakeholders and developing a Process Health Dashboard for leadership to provide visibility into process performance and proactively identify operational risks.
• Evaluated 200+ HR processes and designed a Maker–Checker governance framework to strengthen process adherence, clarify accountability and mitigate operational and financial risk across HR Operations.
• Conceptualized and led the inaugural season of Eurekathon, a global HR idea-crowdsourcing and innovation initiative engaging ~1,000 employees to identify AI, automation and digital solutions to HR and workplace challenges; subsequently selected as an AI Champion and core team member for Season 2, contributing to program strategy and stakeholder engagement.
• Used two years of global employee-support data to redesign staffing around a newly introduced chatbot, identifying peak query periods and reallocating resources to a focused 4 hour coverage window, creating capacity for cross-skilling and improving workforce utilization.

HR Business Partnering, Talent Management & Employee Relations – Insurance Vertical:

• Partnered with business and functional leaders across India, APAC and EMEA to understand workforce priorities, employee concerns and organizational needs, translating business requirements into targeted people strategies and HR interventions.
• Partnered with HR leadership and global business stakeholders on succession planning and talent pipeline development for critical roles, strengthening visibility of key talent and supporting leadership continuity across multiple locations.
• Led quarterly talent and promotion cycles supporting ~40 promotions per quarter, partnering with business leaders on talent identification, calibration, eligibility and compensation validation, followed by employee communication and end-to-end implementation with HR Operations.
• Owned mid-year and annual performance management cycles for 3,000+ employees, partnering with managers on guidelines, timelines, goal setting, calibration, rating decisions, employee discussions and escalations; achieved 100% cycle completion.
• Delivered quarterly workforce, attrition and span of control analysis for HR and business leadership, combining turnover trends, performance insights, employee relations cases and top-talent data to identify workforce risks and inform targeted retention and talent strategies.
• Designed and launched a New Manager Development Program in partnership with Learning & Development, supporting the transition from individual contributor to people manager through structured learning.
• Advised managers on performance and employee relations matters, coaching leaders through performance concerns, Performance Improvement Plans and sensitive employee conversations.
• Partnered with Legal team to navigate complex cases and ensure consistent, compliant and well-informed decisions.
• Coached and guided new HR team members through HR processes, employee relations matters and day-to-day case management, sharing knowledge, providing hands-on support and fostering a collaborative team environment.
• Designed and executed monthly employee engagement initiatives across the business unit, partnering with business and HR stakeholders on needs identification, program ideation, communications and end-to-end execution to strengthen employee connection and engagement.
• Led the HR onboarding program for graduate hires, partnering with business and HR stakeholders to provide structured orientation on organizational culture, policies, training expectations and development, supported by a formal mentoring framework.
• Facilitated pre-joining engagement for lateral hires, maintaining candidate connection between offer acceptance and joining, addressing queries and facilitating introductions to business leaders and HR stakeholders to strengthen the candidate-to-employee transition.
• Managed sensitive employee lifecycle and separation matters, including voluntary and involuntary terminations and bereavement cases, coordinating with relevant stakeholders and supporting employees and families with empathy, discretion and compliance.
• Partnered with Global Mobility, HR leadership and business stakeholders on international workforce requirements across International Assignments, Transfers and Short-Term Commutes, coordinating HR inputs across multiple jurisdictions.
• Launched the Women in Insurance (WIN) diversity program, developing initiatives to recognize, engage and support the development of women leaders within the business.

• Advising managers on employment law, strategic, and operational HR topics
• Responsibility for end-to-end recruiting, workforce planning, and talent management
• Managing complex employee relations cases, including performance and disciplinary procedures
• Supporting change processes and advising on compliance topics

• Advising and providing individual support to managers, HR partners, and employees in development, career, and change processes, including clarification of assignments and potential analysis
• Carrying out structured needs analyses and deriving suitable development and consulting measures for career orientation and professional growth
• Further developing development formats conceptually through quality assurance, networking stakeholders, and implementing practical HR and consulting tools
• Planning and running seminars, workshops, and learning formats in the training and professional development context
• Developing didactic concepts to support individual learning and development processes
• Advising, training, and supporting different target groups (trainees, students, employees, and managers) in their personal and professional development
• Designing and carrying out training and development measures with a focus on skills, career development, and professional prospects
• Developing innovative learning approaches in Learning & Development with a focus on sustainable skills development
• Supporting groups and individuals in development programs to encourage self-reflection, clarity of goals, and transfer into everyday work

Assignment: Strategic consulting for managers

• Professional advice for managers in a defined business area on transformation and job grading topics
• Independent management of recruiting processes in close cooperation with the shared service organization to fill key vacancies
• Advising the HR team on finalizing and negotiating new works agreements and implementing sample guidelines (ERA Küste)
• Handling labor law matters such as consent replacement proceedings or disciplinary measures
• Advising on the standardization and improvement of HR processes

Tools: SuccessFactors, SAP/HR

• Primary point of contact for works councils
• Design & negotiation of company agreements & policies
• HR labour support during transformation, restructuring & organizational changes
• Coaching and training managers on works council relations and co-determination rights

Coral Club is an international health and wellness company that offers nutritional supplements and health-focused products.

• Attracted on a targeted project to audit, restructure, and legally proof HR operations for Germany during a critical corporate transition.
• Led organizational redesign during distribution centre relocation, including workforce planning, role design and organizational structure optimization.
• Conducted HR compliance audit and redesigned HR documentation and people processes in line with German labour law.
• Analysed employee engagement data and translated insights into practical organizational improvement initiatives.

Joined after an HR transformation (43% of staff were laid off) — built the new function from the ground up.

• Filled and fully onboarded 8 managers (from €85,000 p.a.) within 4 months
• Built recruiting pipelines, onboarding structures, and HR processes after the transformation
• End-to-end responsibility: job profiles · selection · contract negotiation · onboarding
• Managed all entry and exit processes as well as performance management

• Advising employees and managers on all HR matters.
• Managing and implementing recruiting projects and being responsible for selected HR initiatives.
• Providing comprehensive support for a defined business unit in all HR-related issues.
• Acting as a point of contact for all HR processes along the employee life cycle.
• Advising and assisting managers and employees on labor and employment law matters.
• Developing and implementing modern HR tools and processes.
• Working closely with internal departments, external partners, and group-wide HR teams.
• Contributing to the development of learning, leadership, and work culture.
• Managing and optimizing operational HR processes and taking on specialized topics.
• Using and further developing digital HR solutions and tools.
• Implementing strategic HR initiatives while considering company-wide standards and guidelines.
• Ensuring sustainable and continuous improvement of HR management, labor law compliance, and HR practices.
• Advising departments on the implementation of change, organization, and HR projects.

• Lead and develop a team of 3 employees across Talent Acquisition, Employer Branding, and HR Operations
• Manage an annual budget of approx. €95K and advise the Logistics Director on salary budget allocation for 400 employees (20% team growth in a year)
• Act as strategic sparring partner to management and leadership teams on people-related topics like talent development, organizational change, comp&ben and HR policies
• Set up all people processes around Talent Management, Employer Branding and Operations
• Support leadership on people development and talent management
• Implement & conduct training programmes (positive leadership, change management, intercultural communications)
• Drive cultural transformation initiatives in alignment with JYSK values and organizational goals
• Lead the annual HR strategy process, defining local priorities and setting measurable goals
• Lead the event team for the organization of employee events
• Drive change communications

• Advising companies and individuals throughout the entire People Lifecycle

• Operational support for the HR team
• Communication with the works council
• Independent implementation of HR projects
• Development and implementation of new HR structures
• Creation of works agreements
• Optimization of HR measures with reference to labor law
• Further development of the corporate culture
• Organization of tasks within the HR department
• Continuous analysis and further development of HR processes and tools
• Sparring partner for specialists and managers on HR-relevant and employment law issues
• Restructuring processes in relation to personnel adjustments
• Advising managers on transformation and organizational development measures and change processes
• Implementation of innovative HR tools