HR Managers in Munich

• 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

• 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.

• 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

• Responsible for the operational HR day-to-day business of 4 studios across Germany, with a focus on personnel administration and the employee lifecycle
• Preparation, review and management of all employment law documents (employment contracts, contract amendments, certificates, references)
• Preparation of payroll, especially for hourly wage models, including data preparation and coordination
• Maintenance and management of working time data in the system (Gfos) and ensuring data quality
• Proactive management and follow-up of HR-related deadlines (e.g. probationary periods, fixed-term contracts, performance reviews) in close coordination with studio managers
• Acting as the central contact and reminder for managers on all HR-related topics and processes
• Structuring and tracking HR matters and ensuring the completeness and compliance of all documents
• Preparation and maintenance of HR documents, analyses and overviews in Word and Excel

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.

Business consultancy (SMEs, focus on IT & events)

• Comprehensive personnel administration throughout the employee lifecycle
• Maintenance and management of digital personnel records and employee data
• Preparation and maintenance of employment contracts, contract amendments and employment references
• Preparation of monthly payroll and processing of variable compensation components
• Planning and implementation of onboarding and offboarding processes
• Contact person for employees regarding HR-related and organizational questions
• Preparation of HR analyses, reports, templates and processes
• Recruiting, applicant management and interview coordination

• Built and led global HR operations including payroll across EU & Singapore (team of 21 across three countries), supporting a workforce of 1,800 employees
• Reduced operational costs by EUR 5M through redesigning HR IT landscape (one group-wide HRIS, Workday implementation)
• Acted as trusted HR advisor for executive team on data driven decision making
• Transformed operations from legal entity focused to scalable group procedures to reduce headcount and transfer positions to best-cost country Poland
• Standardised end-to-end lifecycle processes (employees & external workers), enabling scalable international delivery and sustainable compliant operations
• Led HR programs and projects, including M&A initiatives enabling further international growth
• Defined strategy for payroll services including provider management, integrations built to Workday to ensure sustainable high-quality and compliant delivery
• Created structures to ensure global alignment and continuous improvement of various teams and stakeholder processes and IT tool management

• Lead the global HR Operations function, shaping strategic direction for HR service delivery and people technology across all regions.
• Partner with senior HR leadership to establish scalable HR service models, ensuring alignment between technology (HRIS, case management, portal systems) and business needs.
• Oversee delivery excellence across Tier 1–2 support and field HR, ensuring value creation and alignment with strategic business objectives.
• Drive organizational efficiency through automation, digitalization, and process optimization, achieving measurable improvements in service levels and cost effectiveness.
• Champion the development of the employee experience through an integrated HR knowledge base, clear communication standards, and manager enablement tools.
• Lead procurement and vendor management for global HR processes including background checks, assessment tools, and compensation systems.
• Foster a continuous improvement mindset with an emphasis on data insights, compliance, and operational excellence.

• Head of HR department
• Advising and supporting managers and employees on all HR-related topics
• Optimizing processes and the HR software Personio
• Developing and implementing a new compensation system for working students
• Recruiting specialists, interns, and working students from Germany and abroad
• Processing and ensuring all relevant documents for employees from third countries
• Supporting and managing company pension schemes
• Preparing and following up payroll for Germany, Austria, Switzerland, England, France, and Spain
• Ensuring smooth execution of all administrative processes

• Org design & HR transformation project.
• OKRs development.

• Restructuring at the German tech sites
• Negotiating with the works council and local employee representatives
• Relocating production and engineering sites based on footprint optimization following a best-cost-country approach
• Change management in the context of restructuring and site relocations
• Optimizing selected HR processes (recruiting/onboarding) as part of the employee experience
• Coaching and developing the local HR teams
• Initiated a leadership development program as part of culture development

• Managed end-to-end onboarding for 1500+ employees annually, including background verification, contract management, documentation, and employee ID creation, while maintaining strict compliance with company and IT-sector standards.
• Drafted, reviewed, and released offer letters, strengthening the candidate experience and reducing onboarding delays.
• Conducted and audited background checks, resolved 50+ escalations (Annually) through root-cause analysis and cross-functional collaboration, and ensured regulatory adherence.
• Led background verification, documentation and compliance workflows for 1200+ employees in M&A integrations, improving integration efficiency and supporting seamless employee transitions.
• Reduced onboarding turnaround time by 15% through improved stakeholder coordination, workflow optimization, and process improvement initiatives.
• Handled HR shared mailbox operations, responding to 100+ CRM queries daily with full SLA adherence and enhanced service quality.
• Maintained accurate and confidential HRIS (Oracle HCM) data and employee records, supporting internal audits and ensuring data integrity.
• Coordinated employee ID creation/distribution and supported secure access protocols within shared services operations.
• Partnered with Recruitment, business team, IT team, HR Operations and Shared Services teams to enable smooth hiring workflows and support the full employee lifecycle.
• Implemented operational improvements that reduced administrative errors and increased overall efficiency within HR shared services.
• Managed offboarding, ensuring timely completion of exit tasks, compliance with policy, and smooth employee transitions.