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.

• Supporting two companies during a post-merger integration
• Harmonization & standardization of all HR processes & agreements
• Integration of two HR systems
• Change support including measures & workshops (eNPS changed from -29 to +12)
• Sparring with the CFO, introduction of an HR operating model including role clarification

• Further development and harmonization of cross-site HR structures and processes to increase efficiency and governance in close, ongoing collaboration with the (Group) Works Council.
• Management of the HR transformation during the change of ownership and realignment of the holding structures, generating annual savings of around €1.5 million
• Strategic development and restructuring of the Finance function with the CFO, establishment of a performance culture and optimization of structures and processes with a positive P&L impact.
• Realignment of Talent Acquisition, reducing time-to-hire from 7 months to 8 weeks, optimizing the cost and supplier structure, and introducing data-based management

• 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 consulting for the “Digitalization of the Financial Administration of the Federal Republic of Germany” project
• Preparation of a project-related personnel needs analysis
• Designing the introduction of agile project management & SCRUM in the project (from an HR perspective)
• Recruiting for required vacancies

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

Recruiting Restructuring

• Consolidated and restructured recruiting; managed recruiters in Romania and Portugal

• Advising companies and individuals throughout the entire People Lifecycle

• Leading and managing of three team leads and their respective teams
• Overseeing Global People Operations for 600 EEs in 9 locations on 4 continents
• Deliver consulting and coaching to all leaders and employees with my HR Business Partner team
• Responsible for all hiring activities including employer branding to the business in all locations
• HR Tech and innovation
• Project creation and delivery across the entire organization
• Policy making and labor law
• Sparring partner to C-Level and senior leaders
• Liaison person and employer representation to the Works Council
• Member of the Global HR Leadership team

• 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

• Manage the roll-out of a new employer branding strategy at international level (PMO)
• Finalise EVP concept/toolbox in collaboration with the external agency and define initial implementation steps
• Develop channel strategy for communicating/addressing the defined target groups both externally and internally
• Map recruitment (TA) processes and define a state-of-the-art standard, taking into account digital possibilities
• Identify optimisation potential of a procedural and organisational nature with the country organisations (task force/project team)
• Specialist contact and needs-based advice for HR on the topic of employer branding