HR Business Partner in Germany

• Independent HR consulting with a focus on remote and project-based collaboration
• Support across HR Business Partnering, HR Operations and Recruiting
• Advice and support on operational HR topics throughout the employee lifecycle
• Support for managers with people-related and HR matters
• Flexible, pragmatic support for companies and HR teams requiring additional capacity
• Conceptualisation and implementation of digital brand presences, including the development and launch of two websites within a short timeframe using AI-supported tools – from structure and content to implementation and publication

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

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 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

• HR interim role as HR Business Partner for the Sales business unit with approx. 130 employees and 25 managers
• Collaboration with the works council
• Co-development of concepts for management onboarding and performance management

data management: importing historical data during system migrations (20–230 employees), Personio, Recruitee, Softgarden, etc.

• Supporting companies in building organisational excellence and resilience through strong People functions, strategy integration and business partnering to the management
• Mapping of the people processes and strategy in the HRIS Personio for an AI consulting company

• 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

• 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.

• Self-employed Recruitment Consultant and HR Partner focusing on recruiting, management assessment, coaching, career consulting, interview training and administration.

• Overall strategic and operational HR responsibility for the sites in Bergkamen, Berlin and the Isle of Wight in the UK
• Improved efficiency of international HR projects and fostered collaboration among HR teams in the USA, Switzerland, Serbia and Germany
• Designed and implemented corporate benefits programs
• Conducted labor law training for managers
• Managed payroll outsourcing, including process harmonization and optimization of time management processes
• Maintained trusted cooperation with the works council and managers

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.