Find the perfect HR Managers in Germany matched in minutes from over 15,000 CVs with the power of AI.
Support for hiring, employee relations, performance management, HR policy work, and change projects. Get fast, precise matching with vetted, available freelancers who can step in on-site or remotely.
About the role
What they handle
An HR Manager keeps the people side of the business running. Typical work covers hiring support, onboarding, employee relations, performance processes, policy updates, and day-to-day HR operations. In Germany, companies often bring in freelance HR Managers when internal teams are short-handed, projects need extra structure, or leadership needs an experienced partner for sensitive people topics.
Common deliverables
- HR processes for hiring, onboarding, and exits
- Employee handbooks, policies, and internal guidance
- Performance review cycles and manager support
- Conflict handling, case documentation, and employee conversations
- Coordination with payroll, legal, works council, and leadership
- Reporting on headcount, turnover, and open HR topics
Core strengths
A strong HR Manager is calm, practical, and trusted by both management and employees. They combine people skills with clear process thinking and know when to listen, when to document, and when to escalate. Searchers may also look for titles such as HR Lead, People Manager, or Head of HR when they need the same kind of work in a freelance format.
Tools and methods
- ATS and HRIS systems for recruiting and employee records
- Structured interview guides and scorecards
- Policy drafting and process mapping
- Employee surveys, feedback loops, and change communication
- Collaboration with finance, legal, and line managers
They should be comfortable working with confidentiality, clear documentation, and simple reporting. For German companies, local language skills matter when the role touches employee relations, internal communication, or works council coordination.
When to hire freelance
Companies usually bring in a freelance HR Manager for a vacancy gap, an urgent HR project, a reorganization, or a phase of growth that outpaces the internal team. It also helps when a neutral outside professional is needed for sensitive changes, manager coaching, or process cleanup. A good freelancer fits quickly, understands the company culture, and keeps work moving without creating extra complexity.
What good looks like
Strong HR professionals do more than react to issues. They build order, reduce friction, and help managers make better people decisions. In Germany, the best freelancers understand local expectations, can work on-site when needed, and are equally effective in remote setups when the process is clear.
Meet FRATCH HR Managers
Nicole Seiler
Senior HR Manager
Last position:
HR Manager at Startup / Digital Transformation
- Setup & structure: Complete rebuild and structuring of the HR department in a dynamic startup environment
- People management: Taking full responsibility for operational and strategic HR
- Culture & team: Active further development of the company culture during the transformation phase
Daniela Tebart
Interim & Fractional HR Manager
Last position:
HR Director / Head of HR (Interim) at CA Auto Bank S.p.A. (CA Group) – Financial Services / Automotive Banking
- Responsibility for the European HR agenda in Germany within a global organization
- Strategic partnership with regional leadership and Group HR at group level
- HR transformations in HRBP roles and sparring partner for the business
- Implementation and coordination of employee surveys for 3 countries with the support of an external provider.
- Support for organizational transformation and leadership stability (post-merger integration)
- Ensuring HR governance, labor law compliance, and cultural consistency
- Building trust with executive leadership and employee representatives
- Critical interface between global HR strategy and local implementation
- Introduction of a unified compensation system
- Recruiting a new HRD and onboarding them
- 5 employees
Daniela Tebart
Interim & Fractional HR Manager
Last position:
HR Director / Head of HR (Interim) at CA Auto Bank S.p.A. (CA Group) – Financial Services / Automotive Banking
- Responsibility for the European HR agenda in Germany within a global organization
- Strategic partnership with regional leadership and Group HR at group level
- HR transformations in HRBP roles and sparring partner for the business
- Implementation and coordination of employee surveys for 3 countries with the support of an external provider.
- Responsibility for the European HR agenda in Germany within a global organization
- Strategic partnership with regional leadership and Group HR at group level
- HR transformations in HRBP roles and sparring partner for the business
- Implementation and coordination of employee surveys for 3 countries with the support of an external provider.
- Support for organizational transformation and leadership stability (post-merger integration)
- Ensuring HR governance, labor law compliance, and cultural consistency
- Building trust with executive leadership and employee representatives
- Critical interface between global HR strategy and local implementation
- Introduction of a unified compensation system
- Recruiting a new HRD and onboarding them
- 5 employees
- Support for organizational transformation and leadership stability (post-merger integration)
- Ensuring HR governance, labor law compliance, and cultural consistency
- Building trust with executive leadership and employee representatives
- Critical interface between global HR strategy and local implementation
- Introduction of a unified compensation system
- Recruiting a new HRD and onboarding them
- 5 employees
Maureen Schoesser
Senior HR Consultant | HR Business Partner | Recruiting & HR Operations
Last position:
Remote HR Consulting | HR Operations | Recruiting at Mindful HR
- 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
Maureen Schoesser
Senior HR Consultant | HR Business Partner | Recruiting & HR Operations
Last position:
Remote HR Consulting | HR Operations | Recruiting at Mindful HR
- 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
- 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
- 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
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
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
- 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
- Negotiating and organizing short-time work
- Analyzing and consolidating employment contracts
- Preparing references and recruiting
- Advising on organizational development
Nick Schäfer
Fractional People Leader
Last position:
Interim HR Manager & HR AI Consultant at Nick's Advisory
I founded Nick's Advisory to make HR management, HR project delivery, and AI expertise available to companies on a temporary basis when internal capacity or experience is lacking.
Services:
- HR interim management: taking over the HR business partner or HR manager role during restructuring, growth, or a vacant leadership position, on a daily or hourly basis
- HR consulting: projects around reorganization, talent acquisition, separation processes, and building HR structures
- AI consulting for HR teams: selection, introduction, and use of AI tools in HR processes
Nick Schäfer
Fractional People Leader
Last position:
Interim HR Manager & HR AI Consultant at Nick's Advisory
I founded Nick's Advisory to make HR management, HR project delivery, and AI expertise available to companies on a temporary basis when internal capacity or experience is lacking.
Services:
I founded Nick's Advisory to make HR management, HR project delivery, and AI expertise available to companies on a temporary basis when internal capacity or experience is lacking.
Services:
- HR interim management: taking over the HR business partner or HR manager role during restructuring, growth, or a vacant leadership position, on a daily or hourly basis
- HR consulting: projects around reorganization, talent acquisition, separation processes, and building HR structures
- AI consulting for HR teams: selection, introduction, and use of AI tools in HR processes
- HR interim management: taking over the HR business partner or HR manager role during restructuring, growth, or a vacant leadership position, on a daily or hourly basis
- HR consulting: projects around reorganization, talent acquisition, separation processes, and building HR structures
- AI consulting for HR teams: selection, introduction, and use of AI tools in HR processes
Marina Malkowski
Interim HR Director | Interim Head of HR | Interim CHRO | HR Transformation & Project Lead
Last position:
Independent Interim HR Manager & HR Consultant at Freelance
- Available for interim assignments as Interim HR Director, Interim Head of HR, Interim CHRO, as well as HR transformation and project assignments; nationwide and pan-European, open to all industries.
- Focus: HR Strategy, organizational development, post-merger integration from Day 1, HR digitalization, performance management, building and scaling HR organizations.
Marina Malkowski
Interim HR Director | Interim Head of HR | Interim CHRO | HR Transformation & Project Lead
Last position:
Independent Interim HR Manager & HR Consultant at Freelance
- Available for interim assignments as Interim HR Director, Interim Head of HR, Interim CHRO, as well as HR transformation and project assignments; nationwide and pan-European, open to all industries.
- Available for interim assignments as Interim HR Director, Interim Head of HR, Interim CHRO, as well as HR transformation and project assignments; nationwide and pan-European, open to all industries.
- Focus: HR Strategy, organizational development, post-merger integration from Day 1, HR digitalization, performance management, building and scaling HR organizations.
- Focus: HR Strategy, organizational development, post-merger integration from Day 1, HR digitalization, performance management, building and scaling HR organizations.
Ulrike Wolter
Interim HR Business Partner
Last position:
Interim HR Business Partner at Industrial Company
Ulrike Wolter
Interim HR Business Partner
Last position:
Interim HR Business Partner at Industrial Company
Kevin Guhl
Interim Senior HR Manager
Last position:
Interim Senior HR Manager at Symrise AG
- Preparing HR documents
- Conducting employee meetings
- Managing employee master data in Workday
- Managing employee master data in SAP
- Works council work
- Participating in company meetings
Kevin Guhl
Interim Senior HR Manager
Last position:
Interim Senior HR Manager at Symrise AG
- Preparing HR documents
- Conducting employee meetings
- Managing employee master data in Workday
- Managing employee master data in SAP
- Works council work
- Participating in company meetings
- Preparing HR documents
- Conducting employee meetings
- Managing employee master data in Workday
- Managing employee master data in SAP
- Works council work
- Participating in company meetings
Matthias Friedrich
Senior HR Manager | Senior Recruiting Expert
Last position:
Senior HR Manager with a focus on Recruiting at TransnetBW GmbH
- Building up the workforce from 1,300 to 1,850 employees (white-collar positions) together with the team and an external colleague
- Advising the company across the entire recruiting process chain
- End-to-end recruiting
- Active sourcing
- Close collaboration and coordination with internal and external stakeholders (e.g. external HR service providers, hiring managers and works council)
Matthias Friedrich
Senior HR Manager | Senior Recruiting Expert
Last position:
Senior HR Manager with a focus on Recruiting at TransnetBW GmbH
- Building up the workforce from 1,300 to 1,850 employees (white-collar positions) together with the team and an external colleague
- Advising the company across the entire recruiting process chain
- Building up the workforce from 1,300 to 1,850 employees (white-collar positions) together with the team and an external colleague
- Advising the company across the entire recruiting process chain
- End-to-end recruiting
- Active sourcing
- Close collaboration and coordination with internal and external stakeholders (e.g. external HR service providers, hiring managers and works council)
- End-to-end recruiting
- Active sourcing
- Close collaboration and coordination with internal and external stakeholders (e.g. external HR service providers, hiring managers and works council)
Irina Schreck
HR Interim, Talent Acquisition, HRBP
Last position:
HR Business Partner Corporate at Yum! Brands (KFC)
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
Irina Schreck
HR Interim, Talent Acquisition, HRBP
Last position:
HR Business Partner Corporate at Yum! Brands (KFC)
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
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
- 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
Claudia Fuhrmann
HR Interim Manager
Last position:
Interim HR Manager at Interim HR Management & Consulting
- Operational and strategic HR management as well as HR administration
- Setting up, optimizing, and digitizing HR structures and processes
- Workforce planning and personnel development
- Recruiting technical and managerial staff (blue collar / white collar)
- Implementing HR software solutions and training users
- Project management and process management in various assignments
Claudia Fuhrmann
HR Interim Manager
Last position:
Interim HR Manager at Interim HR Management & Consulting
- Operational and strategic HR management as well as HR administration
- Setting up, optimizing, and digitizing HR structures and processes
- Workforce planning and personnel development
- Operational and strategic HR management as well as HR administration
- Setting up, optimizing, and digitizing HR structures and processes
- Workforce planning and personnel development
- Recruiting technical and managerial staff (blue collar / white collar)
- Implementing HR software solutions and training users
- Project management and process management in various assignments
- Recruiting technical and managerial staff (blue collar / white collar)
- Implementing HR software solutions and training users
- Project management and process management in various assignments
Hanna Eichinger
Freelance HR Consultant / Interim HR Lead
Last position:
Freelance HR Lead at hannaeichinger.de
- I help startups and scale-ups to build strong, people-focused organizations – with hands-on HR, project, and leadership support. I offer flexible interim HR management and project-based support, tailored to your needs and designed to work in fast-moving environments.
Hanna Eichinger
Freelance HR Consultant / Interim HR Lead
Last position:
Freelance HR Lead at hannaeichinger.de
- I help startups and scale-ups to build strong, people-focused organizations – with hands-on HR, project, and leadership support. I offer flexible interim HR management and project-based support, tailored to your needs and designed to work in fast-moving environments.
- I help startups and scale-ups to build strong, people-focused organizations – with hands-on HR, project, and leadership support. I offer flexible interim HR management and project-based support, tailored to your needs and designed to work in fast-moving environments.
Pira Jeya
Interim HR & Talent Acquisition Consultant
Last position:
Interim HR & Talent Acquisition Consultant at Independent Consultant
- Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
- Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
- Approx. 2 500–50 000 employees
- Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
- Supported implementation and optimization of HR processes within industrial and tariff-bound environments
- Collaborated closely with works councils in Germany on hiring and structural topics
- Contributed to policy interpretation and application in line with labor law and internal governance
- Supported employee relations cases in cooperation with HR and legal teams
- Led and supported corporate change management initiatives within industrial and matrix organizations
- Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
- Ensured process compliance within SAP HCM/SuccessFactors systems
- Delivered HR reporting and analytics to senior stakeholders
- Led high-volume recruitment initiatives across multiple regions
- Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
- Designed and implemented sourcing strategies to attract top talent globally
- Built and maintained high-caliber talent networks and proactively engaged passive candidates
- Evaluated and implemented data analytics tools for enhanced recruitment insights
- Contributed to internal talent development and shared recruitment best practices
Pira Jeya
Interim HR & Talent Acquisition Consultant
Last position:
Interim HR & Talent Acquisition Consultant at Independent Consultant
- Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
- Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
- Approx. 2 500–50 000 employees
- Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
- Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
- Approx. 2 500–50 000 employees
- Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
- Supported implementation and optimization of HR processes within industrial and tariff-bound environments
- Collaborated closely with works councils in Germany on hiring and structural topics
- Contributed to policy interpretation and application in line with labor law and internal governance
- Supported employee relations cases in cooperation with HR and legal teams
- Led and supported corporate change management initiatives within industrial and matrix organizations
- Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
- Ensured process compliance within SAP HCM/SuccessFactors systems
- Delivered HR reporting and analytics to senior stakeholders
- Led high-volume recruitment initiatives across multiple regions
- Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
- Designed and implemented sourcing strategies to attract top talent globally
- Built and maintained high-caliber talent networks and proactively engaged passive candidates
- Evaluated and implemented data analytics tools for enhanced recruitment insights
- Contributed to internal talent development and shared recruitment best practices
- Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
- Supported implementation and optimization of HR processes within industrial and tariff-bound environments
- Collaborated closely with works councils in Germany on hiring and structural topics
- Contributed to policy interpretation and application in line with labor law and internal governance
- Supported employee relations cases in cooperation with HR and legal teams
- Led and supported corporate change management initiatives within industrial and matrix organizations
- Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
- Ensured process compliance within SAP HCM/SuccessFactors systems
- Delivered HR reporting and analytics to senior stakeholders
- Led high-volume recruitment initiatives across multiple regions
- Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
- Designed and implemented sourcing strategies to attract top talent globally
- Built and maintained high-caliber talent networks and proactively engaged passive candidates
- Evaluated and implemented data analytics tools for enhanced recruitment insights
- Contributed to internal talent development and shared recruitment best practices
Doris T.
HR, HR-IT and Transformation
Last position:
HR restructuring (voluntary program)
- Evaluated technical implementation options, including system selection (SAP SF, in-house development)
- Translated HR processes into IT requirements
- Coordinated the international project work streams
Doris T.
HR, HR-IT and Transformation
Last position:
HR restructuring (voluntary program)
- Evaluated technical implementation options, including system selection (SAP SF, in-house development)
- Translated HR processes into IT requirements
- Coordinated the international project work streams
- Evaluated technical implementation options, including system selection (SAP SF, in-house development)
- Translated HR processes into IT requirements
- Coordinated the international project work streams
Nicole Schallge
Interim HR Manager
Last position:
HR Manager at Nicole Schallge effizientes Personalmanagement
I support small and medium-sized companies flexibly and exactly where HR support is needed. As an external HR department and as an HR Interim Manager, I take on operational and strategic HR tasks, from day-to-day HR work to building solid structures.
What I offer:
- External HR department: ongoing HR support and HR interim projects
- Clean onboarding as well as contract and documentation processes based on tested templates
- Building HR structures and processes
- Employee reviews and leadership development
Nicole Schallge
Interim HR Manager
Last position:
HR Manager at Nicole Schallge effizientes Personalmanagement
I support small and medium-sized companies flexibly and exactly where HR support is needed. As an external HR department and as an HR Interim Manager, I take on operational and strategic HR tasks, from day-to-day HR work to building solid structures.
What I offer:
- External HR department: ongoing HR support and HR interim projects
I support small and medium-sized companies flexibly and exactly where HR support is needed. As an external HR department and as an HR Interim Manager, I take on operational and strategic HR tasks, from day-to-day HR work to building solid structures.
What I offer:
- External HR department: ongoing HR support and HR interim projects
- Clean onboarding as well as contract and documentation processes based on tested templates
- Building HR structures and processes
- Employee reviews and leadership development
- Clean onboarding as well as contract and documentation processes based on tested templates
- Building HR structures and processes
- Employee reviews and leadership development
Discover over 15,000 top freelancers
HR Managers statistics
Aggregated from the professional profiles of matched freelancers.
Experience
20 years
Position duration
2.9 years
Positions per freelancer
11
Top business areas
Human Resources, Project Management, Operations
Top industries
Professional Services, Information Technology, Manufacturing
Certification focus areas
Human Resources, Project Management, Strategy
Bachelor's degree or higher
80%
Master's degree or higher
38%
Certifications per freelancer
2
Most common languages
German, English, French
Speak two or more languages
97%
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 Managers & 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
Need more info? We have all the details about FRATCH
A HR Manager takes over core people operations such as hiring support, onboarding, employee relations, policy work, and performance processes. Depending on the company, the role can also include manager coaching, case handling, and coordination with finance, legal, or works council stakeholders. The exact scope is usually shaped around the current gap or project.
A freelance HR Manager makes sense when the internal team is overloaded, a role is temporarily open, or a project needs immediate structure. Companies also use this profile during growth, restructuring, or periods with difficult employee topics that require experienced handling. It is a practical choice when you need speed and flexibility without a long hiring process.
A strong HR Manager needs sound judgment, clear communication, and a solid grip on HR processes. Look for experience with employee relations, policy writing, onboarding, performance management, and confidential case handling. In many German companies, local language skills and confidence in cross-functional work are also important.
A HR Manager often sits between operational HR work and broader people leadership. An HR Business Partner is usually more focused on advising leaders, while People Ops often emphasizes process and employee experience. In practice, freelance assignments can overlap, so the title matters less than the actual scope and seniority.
A HR Manager can do many tasks remotely, especially policy work, reporting, process design, and manager support. On-site work is often better for employee relations, workshops, onboarding, and sensitive discussions. In Germany, hybrid setups are common when the role touches local teams and day-to-day people issues.
A good HR Manager profile shows clear examples of handling real HR situations, not just general people support. Look for structured process thinking, calm handling of conflict, and proof that the person can work with managers, employees, and other stakeholders. References or past project contexts help more than a long list of tools.
A HR Manager should clarify the scope, key stakeholders, decision rights, and any sensitive topics from the start. It is also important to understand whether the work is strategic, operational, or crisis-related, and whether local German requirements or internal rules apply. Clear expectations make it easier to deliver quickly and avoid misunderstandings.
Depending on the company, a HR Manager assignment may be posted under titles like HR Lead, People Manager, or Head of HR. These titles are not always identical, but they often point to similar responsibilities in a freelance setting. The safest approach is to check the actual tasks, team size, and level of decision-making.
The average hourly rate for HR Managers in Germany is 112 €, which corresponds to a daily rate of about 898 € based on an 8-hour working day.
Of the freelancers working as HR Managers in Germany, 80% hold at least a Bachelor's degree and 38% hold at least a Master's degree.
On average, freelancers working as HR Managers in Germany have 20 years of professional experience, with a single engagement typically lasting around 2.9 years.
The most common languages among freelancers working as HR Managers in Germany are German (99%), English (98%), and French (18%).
The most common industries among freelancers working as HR Managers in Germany are Professional Services (85%), Information Technology (57%), and Manufacturing (56%).
The most common business areas among freelancers working as HR Managers in Germany are Human Resources (100%), Project Management (68%), and Operations (47%).
FRATCH HR Managers main locations
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
Request a Free Demo
Get in touch with the FRATCH team and we will get back to you within 4 hours.
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We always have the time for a call or email!
Philipp Thomaschewski
FRATCH CEO
