Find the perfect HR Directors in Berlin in minutes from over 15,000 CVs with AI-driven matching
Interim HR leadership, restructuring, workforce planning, and people operations for growth, change, or replacement cover. Find vetted, available HR Directors who can step in fast and work closely with leadership teams in Berlin.
About the role
What they lead
An HR Director shapes the people side of the business. The role covers HR strategy, organisational design, leadership support, and the day-to-day direction of the HR function. In Berlin, companies often bring in an HR Director for scaling teams, navigating change, or stabilising a stretched people agenda.
Typical work
- Build or refine the HR roadmap and align it with business goals
- Lead hiring, retention, performance, and talent development topics
- Support managers with employee relations and difficult people decisions
- Review policies, processes, and team structures
- Coordinate payroll, compensation, benefits, and compliance work with internal teams or partners
A strong HR Director does not just run processes. They connect leadership, managers, and employees, and they make sure people decisions are practical, consistent, and clear.
Key strengths
Strong candidates combine strategic judgement with calm execution. They know how to read the organisation, influence executives, and handle sensitive topics with discretion.
- HR strategy and organisational development
- Change management and restructuring
- Labour law awareness and policy governance
- Stakeholder management across C-level and line managers
- Clear communication in German and English when needed
Tools and methods
Freelance HR Directors often work across HRIS platforms, performance management tools, reporting dashboards, and document workflows. They may also support ATS setup, manager training, succession planning, and employee handbooks. For Berlin-based companies, they often adapt quickly to hybrid teams, international structures, and fast-moving leadership decisions.
When to bring one in
Companies usually hire an HR Director on a freelance basis when there is a leadership gap, a transformation programme, rapid growth, or a sensitive HR issue that needs senior handling. This is common in scale-ups, mid-sized firms, PE-backed businesses, and international teams with a local German entity. It is also a good fit when you need senior HR direction without a permanent hire yet.
What good looks like
A strong HR Director is structured, credible, and easy to work with. They understand both people and business pressure, and they can translate between leadership intent and operational reality.
- Sets priorities quickly without losing detail
- Handles confidential topics with care
- Builds trust with management and employees
- Delivers clear decisions, not vague recommendations
- Leaves the team with better processes and stronger leadership habits
Meet FRATCH HR Directors
Stefan Stallmann
Digital Transformation & AI Strategy | Business Owner | Project, Program & Portfolio Manager
Last position:
Digital & AI Transformation, Agile Culture & Business Management Consultant & Project Manager at Freelance
- Freelance work as a consultant (workshops and coaching for small to midsize companies in the areas of lean startup methodology, digital & AI transformation strategy, agile culture, design thinking)
- AI training & certification
- Project Management
Rosalina Loclair
Interim & freelance HR/ Culture and Transformation Consultant
Last position:
Interim & freelance HR/ Culture and Transformation Consultant at Rosalina Loclair Business Advisory
Act as a senior People & Transformation advisor to startups and mid-sized companies, leading restructuring, HR operating model redesign, and digital HR initiatives end-to-end.
Drive HRIS/ATS selection and implementation (incl. Personio, Greenhouse, etc.), process design, stakeholder alignment, and internal communication to ensure adoption and measurable operational impact.
Advise executives on workforce planning, labour law considerations, organisational structure, and decision-making mechanisms during change and growth phases.
Build pragmatic recruiting strategies for critical roles (incl. AI/Tech), improving sourcing approach, funnel quality, and hiring velocity.
Selected projects:
Marley Spoon SE: supported a major restructuring process, advising on labor law and workforce planning.
Promedio GmbH/Osteopro: HR digitalisation, HRIS implementation, and launch of a modern corporate website (cross-functional transformation).
Journee GmbH: advised on tech recruiting and talent strategy for senior AI profiles.
PTW Europa GmbH: first HRIS implementation, process design, and internal comms.
Focus areas: HR Strategy, Digital HR Transformation, HRIS/ATS implementation, Change Management, Restructuring, Recruiting, and Future Skills (AI in HR).
Mareike Noll
Co-Founder | People, Culture & Workplace Consultant
Last position:
Co-Founder | People, Culture & Workplace Consultant at vianu GmbH
We are experts in people and culture, advising clients on designing their future organizations and work environments across the entire employee lifecycle.
Core areas: Development & coaching; Interim support & sparring; Digitization of HR processes.
Passionate about developing people and value-based organizations.
Maximilian Gracz
Transformation project manager with focus on establishing a global collaborative culture and modern leadership
Last position:
Transformation project manager with focus on establishing a global collaborative culture and modern leadership at Global semiconductor corporation
- Developed a 5-chapter change story and vision and communicated it in a global virtual town hall to 800 people
- Set up a transformation team and co-created an organizational analysis to identify strengths and challenges for strategy implementation
- Conducted a top management workshop to reflect the analysis results, develop change measures, and create ownership for transformation implementation
- Developed a PO and tribe concept to establish (agile) practices and roles that promote global collaboration across different sites and plants
- Organized an offsite event to activate the top 60 leaders for transformation execution and to implement the vision and strategy
- Handled multi-stakeholder management and project management for all interest groups (HR, C-level, works council)
- Designed and conducted communication events ("roadshows") at all plant locations to inform about the organizational analysis and involve them in the path forward for strategy implementation (from awareness to ownership to commitment)
Jamie Turner
People & Culture Transformation Executive
Last position:
Senior Vice President People & Talent at IDnow GmbH
- Implemented sustainable growth strategies supporting successful company sale !!
- Reported to CEO as a c-suite member Senior Vice President People & Culture with 20 direct reports located internationally throughout Europe
- Led and built int’l HR function (from 0~20 FTEs) for ~500 FTE workforce during a fast-paced, scale-up phase, across 10 European offices
- Hyper scale-up environment (hired 150+ new hires in 6 months)
- Centralized HR from 3 legacy companies during post-merger transaction (0 attrition in HR team, capability uplift from 0 to 100% in-role growth)
- Budgeted, forecasted, managed a €50 million group labor budget aligned with go-to-market labor plans
- Oversaw near and offshore projects as a result of budget vision/constrains/targets
- Overhauled talent acquisition (60% cost svgs, 40% reduced time, 90% success rate)
- Implemented skill & salary growth schemes + succession strategies repeating 10+ cycles (25% workforce competency growth, 10% attrition drop, 40% internal mobility increase)
- Built targeted skill development platform (savings 50% with 40% increased utilization)
Selina Furter
Head of People & Culture
Last position:
Head of People & Culture at Relaxound GmbH
- Strategic and operational overall responsibility for all HR matters in a growing retail company (60 employees)
- Led a company-wide HR restructuring, including realignment of structures, communication with leadership, and change management
- Built and established a high-performing People & Culture team (5 members), focusing on autonomy and development
- Introduced a feedback system that supports long-term employee engagement and performance growth
- Developed value-based employer branding, including new company values and communication
- Promoted an employee-centered, trust-based culture – even under pressure of change
Marco Starck
HR Director
Last position:
HR Director at Baller League GmbH
The new old football, because it all started on the nation's street soccer fields. Unpredictable, authentic, and technical football - no politics. No tactics. Free for fans to experience. A game for all football fans, and for those who aren't yet. The street soccer mentality is immediately felt by viewers, as it's exactly where most people fall in love with playing and the sport. Football takes center stage and is supported by top-class entertainment - not the other way around. Welcome to the Baller League, where we live and love the true magic of football.
Deborah Caulet
People & Culture (HR) Consultant, Coach & Trainer
Last position:
Freelance People & Culture Consultant, Advisor, Coach & Trainer at Aligned Collective
- Consulting, Advising & Interim roles: Leadership Trainer at Agreena (2024-02 to 2024-07), Fractional VP People & Culture at SPREAD.ai (2024-10 to 2025-03), Advisor & Coach at MIKUTA (2024-11 to 2025-10), Advisor at HOLY (2025-04 to 2025-08)
- Executive & Leadership Coaching
- Leadership Development Training
Katharina Hahn
Workplace Culture & Organizational Consultant
Last position:
Workplace Culture & Organizational Consultant at Self-Employed
- Built a studio with programs to support organizations in their transition to a more life-centered and productive work culture
- Creating workplaces people love
Discover over 15,000 top freelancers
HR Directors statistics
Typical experience
19 years
Average project duration
3.3 years
Certifications per freelancer
2
Top business areas
Human Resources, Project Management, Marketing
Top industries
Media and Entertainment, Professional Services, Information Technology
Most common languages
German, English, French
Bachelor's degree or higher
88%
Master's degree or higher
63%
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 HR Directors & 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
Curious about FRATCH? Find the answers you need
A HR Director leads senior people work across strategy, structure, and execution. In a freelance assignment, that can mean stabilising the HR function, advising the leadership team, or steering a change programme. The exact scope depends on whether the company needs interim cover, project leadership, or ongoing senior support.
An interim HR Director is often the better choice when the need is urgent, temporary, or tied to a specific change. This is common during leadership gaps, restructuring, growth phases, or when a company needs senior HR expertise before committing to a permanent hire. It gives the business speed and flexibility.
Look for strategic thinking, sound judgment, and strong communication with executives and managers. A good HR Director also understands employee relations, organisational design, change management, and how to set up practical HR processes. In Germany, comfort with local labour-law topics and cross-border coordination is often important too.
An HR Director usually operates at a more senior level and takes broader responsibility for people strategy, leadership alignment, and organisational design. An HR Manager is often more operational, while a Head of HR can be either strategic or operational depending on the company. In many firms, the titles overlap, so the actual scope matters more than the label.
Yes, many tasks can be handled remotely, especially strategy work, policy review, manager support, and project steering. For sensitive employee cases, workshops, or leadership alignment, on-site time in Berlin can be useful. The best setup is usually hybrid and depends on the company’s cadence and internal trust level.
Berlin companies often bring in a freelance HR Director when they are scaling, changing structure, or need senior support fast. That includes international startups, growth-stage firms, established SMEs, and organisations with mixed remote and local teams. The role is especially useful when HR must move quickly but still stay consistent and compliant.
A strong HR Director should leave behind clear outcomes, not just advice. Typical deliverables include an HR roadmap, policy updates, team structure proposals, manager guidance, and support through change or leadership decisions. If the work is interim, you should also expect a clean handover and clear documentation.
Ask for examples of similar situations, such as growth, restructuring, or leadership change. Strong candidates can explain what they did, why they did it, and how they worked with executives and managers. References, clear case discussions, and a calm, structured way of thinking are usually good signs.
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Philipp Thomaschewski
FRATCH CEO
