ADP Experts in Germany
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Meet FRATCH Experts in Germany, who have recently used ADP
Johannes Hohenthaner
Last position:
Business Analyst for Riester subsidy management migration at Insurance company
- Analysis of the Riester subsidy GeVos for provider change 2.0 in the AZUR subsidy management system
- Representation of the GeVos in BPMN 2.0 with Draw.io and Adonis
- Analysis of the data sets exchanged with the life insurance policy administration system and migration to the msg data sets
- Design and mapping of the interfaces to the new msg.ZulagenVerwaltung for various Riester subsidy GeVos at data field level
Michael Donatus
Last position:
Project Manager SuccessFactors at Sysmex Europe SE
Deployment SAP HANA - SuccessFactors
- Implementation of sub-modules Recruiting + EC Benefits + TeamGoals
- Global rollout with adaptation to country-specific legal requirements incl. standardization
- International stakeholder management
- Onboarding of new group companies in Kenya and Greece regarding SAP SuccessFactors
Jürgen Flieg
Last position:
Interim Manager HCM / HR Payroll · Team and Project Lead at TK Elevator GmbH
- Direct reporting line to the HR Director Germany; leading an HCM IT and transformation assignment in a SAP ERP / S/4HANA hybrid landscape.
- Reality check and solid documentation of end-to-end payroll/processing processes; development of an HCM IT roadmap as well as clarification of roles, critical points and interfaces.
- Translating business requirements into architecture-compliant IT solutions; steering SAP in-house, development, key users and external partners.
- Activating the team through knowledge transfer, a skills matrix and a training concept; preparing the organizational transition toward a shared service center.
Jessica Diederen
Last position:
Consultant at Jessica Diederen Consulting
- Workflow automation
- Process management
- Scrum Master
- Introduction of new office processes on a regional and global level
- Project support in ISO 9001, 13485, and 17025 projects
Ulrike Wolter
Last position:
Interim HR Business Partner at Industrial Company
Klaus Härtel
Last position:
HR Business Partner at Schneider Electric Automation Gmbh
HR project management for downsizing (40 employees) Negotiation of works agreements, e.g. contractual wages, implementation of MTM, Flex@Work Training and coaching of managers
Sebastian Krüll
Last position:
Senior HR Consultant AdvancedPay at ADP Employer Services GmbH
- Functional and operational project management for the implementation of ADP AdvancedPay (PAISY)
- Hands-on customizing of payroll logic, rate models and wage types
- System setup, quality assurance of the first payroll run, and leading interdisciplinary project teams
- Responsible for budget, timelines and successful execution of complex payroll setups
Torsten Franke
Last position:
Managing Director at DES Deutscher Entgelt Service GmbH
- Management of payroll outsourcing
Ramazan Boztepe
Last position:
Germany Payroll Process SME (Freelance) at Air Canada
- Preparation and execution of monthly payroll in compliance with all legal and internal company requirements
- Thorough review of payroll results to ensure accuracy and completeness
- Ensuring correct handling of social security matters
- Ongoing review of tax-related changes and timely implementation within payroll processing
- Execution of payment runs and reconciliation with the finance department.
- Creation and analysis of various reports for internal and external stakeholders
- Working with payroll systems ADP and P&I LOGA, including maintenance and reconciliation of relevant data
- Continuous optimization of payroll processes
Carina Cullmann
Last position:
Time out for further training and change of residence
Mohamed Ghassen Brahim
Last position:
Lead / Principal Cloud, AI & Security Architect at Freelancer / CC Conceptualise GmbH
Projects:
Project: RWE – Development of a company-wide Zero Trust cybersecurity architecture (CITADEL) Role: Senior Enterprise Cybersecurity Architect / Zero Trust Architect Company: RWE AG Description: Concept and implementation of the strategic CITADEL cybersecurity target architecture at RWE, based on the Zero Trust architecture principle and aligned with regulatory requirements such as NIS2, ISO 27001 and company-wide security governance policies. The goal was to build a measurable, auditable and scalable security architecture with a strong focus on Identity Governance, compliance transparency and operational manageability. Responsibilities & Achievements:
- Zero Trust architecture design: Developed a company-wide Zero Trust reference architecture (Identity, Device, Network, Application, Data) including trust zones, control points and enforcement mechanisms according to NIS2.
- Identity & Access Governance (IGA): Designed and introduced IGA governance structures including role models, recertification processes, segregation of duties (SoD) and lifecycle management for identities and access.
- Security governance & KPIs: Defined and implemented security KPIs and metrics to manage Zero Trust maturity, identity risks and compliance at the management level.
- Compliance & reporting: Built standardized compliance reports and dashboards to support internal audits, external assessments and regulatory evidence (e.g. NIS2).
- Architecture & stakeholder alignment: Worked closely with Enterprise Architecture, IT operations and business units to integrate the CITADEL architecture into existing IT and security landscapes.
- Strategic security consulting: Advised programs and projects on Zero Trust compliance, identity centricity and regulatory requirements in the energy and critical infrastructure (KRITIS) environment. Technologies & Methods: Zero Trust Architecture, NIS2, Identity Governance & Administration (IGA), IAM, RBAC, SoD, Entra ID, SailPoint, Zscaler, Terraform / IaC, Policy as Code, security KPIs, compliance reporting, NIST 2.0, ISO 27001, Enterprise Security Architecture, governance frameworks, risk & control management
Project: Scalable AI Workbench Platform on Microsoft Azure Role: Cloud Architect & Engineer Company: Siemens Energy Description: Design, development and operation of a secure, modular cloud infrastructure to support Data Science, Machine Learning and AI applications for various engineering teams at Siemens Energy. Responsibilities & Achievements:
- Cloud architecture: Designed and implemented an Infrastructure-as-Code solution (Terraform) for automated provisioning of Azure resources (Resource Groups, Storage Accounts, Cosmos DB, Application Insights, networking, PostgreSQL Flexible Server, Azure Container Apps, Azure Container Registry).
- Developer portal: Used Backstage with custom frontend and backend plugins (Node.js, TypeScript, React.js, PostgreSQL, Container Apps) to enable self-service and empower developers, data scientists and AI/ML engineers.
- Role-based access control: Implemented Azure RBAC to grant targeted access (e.g. Storage Blob Data Contributor, Reader) to engineering groups (e.g. AI Engineers) for relevant resources.
- Data platform engineering: Built and configured a multi-layered storage landscape (Raw, Curated, Vector data), including automated container creation and access control for advanced analytics and AI workloads.
- DevOps integration: Integrated with Azure DevOps for CI/CD pipelines to automate deployment, monitoring and compliance.
- Security & compliance: Implemented Private Endpoints, network policies and Managed Identities to ensure data protection and regulatory compliance.
- Collaboration: Worked closely with cross-functional teams to align the cloud infrastructure with business and technical requirements and drive digital transformation at Siemens Energy. Technologies: Azure, Terraform, Azure DevOps, Cosmos DB, Application Insights, Azure Storage, Private Endpoints, Azure Synapse, Azure Machine Learning, Azure Entra ID, RBAC, Backstage, Node.js, React.js, PostgreSQL, Python (automation), Git
Fernando Lara
Last position:
HRIS Analyst at Mitsubishi Chemical Group
- Leads global HR initiatives across onboarding, performance management, compensation, bonus cycles, and succession planning, primarily through SAP SuccessFactors, supporting approximately 6,000 employees.
- Provides leadership and Tier 3 support in HR system operations, ensuring effective process delivery and system optimization across regions.
- Serves as a core member of the global SuccessFactors and Workday support team, ensuring timely resolution of complex issues and continuous optimization of modules to meet evolving business and user needs.
- Drives change management and collaboration across the EMEA region during the Workday implementation, maintaining HR process continuity and supporting teams still operating on SuccessFactors.
- Supports the rollout of a new performance management process for EMEA, delivering targeted training, assisting HR teams, and coordinating communications to ensure smooth adoption across countries.
- Partners with global teams in the Workday testing phase, participating in discovery sessions, gathering regional requirements, and contributing feedback to ensure the new system meets local and global expectations.
- Develops and analyzes HR dashboards and reports to provide insights on workforce trends, performance metrics, and process effectiveness, tracking KPIs to support data-driven decision-making and continuous improvement.
Tatjana Breit
Last position:
Interim Payroll at Consulting firm
- Point of contact for all payroll-related inquiries for all employees
- Preparation and execution of payroll with ADP Paisy advanced
- Maintenance of time management in ZMI-Time and ADP gfos
- Creation of reports and documentation
David Vinci
Last position:
Customer Co-Creation Project Manager; Venture Associate (Venture Clienting Program Manager) at Siemens Energy
- Responsible for developing collaborative innovation projects with customers
- Responsible for opportunity discovery and qualification
- Lead of sales development process
- Management of cross-functional teams to develop innovative proposals
- Customer and stakeholder relationship management
- Customer and market intelligence
- Developing lessons learned and blueprint projects for improvement of global sales approach
- Problem identification: helping business units identify problems solvable with start-up support
- Stakeholder engagement: supporting smooth communication between all stakeholders
- Ecosystem building: increasing networking and exchange between start-up ecosystem and business unit
- Adoption roadmap: support selected start-ups for successful adoption of their solution/service within the organisation
- Representation: increase venture clienting and startup awareness within the organisation
Bertrand Laurent
Last position:
Business System Analyst - Freelancer at Deutsche Bank
- Implementation of Dayforce payroll system at DB Portugal
- Preparation of test and production environment with vendor
- Gathering, verification and upload of masterdata
- Management of the testing phase to ensure quality of system
- Lead creation of interface between Workday & Dayforce in collaboration with IT Central team and vendor
- Creation of a new payroll KOP
- Ensure the archiving of data from legacy system
- Act as deputy project manager for topics related to set-up of payroll system and project management (planning, issue log, escalation, vendor management)
- Support the Global Payroll Governance team
- Contact person for SOC 1 audit performed by EY for topics related to HRIS & Payroll ADP & Dayforce payroll systems
- Review and enhancement of global payroll governance KPIs
- Compensation & Benefits consulting during contract negotiations with new vendors
- HRIS consultancy
- Central guidance of local HR team DB France and IT Central team to implement changes in Time & Attendance module in Workday
- HR Operations support transfer of training software from Cornerstone to Workday for DB France
- Labor law
- Business analytics & KPIs
Discover over 15,000 top freelancers
Statistics of experts using ADP
Aggregated from the professional profiles of matched freelancers.
Experience
20 years
Position duration
1.9 years
Positions per freelancer
16
Top business areas
Human Resources, Project Management, Information Technology
Top industries
Information Technology, Professional Services, Manufacturing
Certification focus areas
Human Resources, Project Management, Accounting
Bachelor's degree or higher
89%
Master's degree or higher
53%
Doctorate
5%
Certifications per freelancer
4
Most common languages
German, English, French
Speak two or more languages
95%
Based on our profile pool as of 30 Aug 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this technology in Germany 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.
Average rates of experts in Germany using ADP
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.
Calculated based on our freelancers’ daily rates as of 30 Aug 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
About the technology
What ADP covers
ADP is used for payroll and workforce operations. Companies bring in specialists to handle payroll runs, tax and statutory reporting, employee data, and global HR processes. It is also common in projects around ADP Workforce Now, ADP GlobalView, and other ADP payroll setups.
Core work
- Configure payroll rules and employee data flows
- Support reporting, audits, and month-end processing
- Connect ADP with HR, finance, and time systems
- Improve data quality and process control
- Assist with upgrades, rollouts, and migrations
When experts help
Companies usually seek freelance ADP specialists when payroll work is sensitive, time-critical, or tied to a rollout. That includes new entity setup, country expansion, cleanup after bad data, and support for busy payroll cycles. In Germany, teams often need experts who can work with local payroll practices and communicate clearly with internal HR and finance teams.
Skills that matter
Strong professionals understand payroll logic first, then the ADP product layer. They should know employee master data, interfaces, approvals, reporting, and controls. Experience with SAP, Workday, time tracking, finance systems, and integration methods is often valuable because ADP rarely sits alone.
Common project types
- ADP implementation and configuration
- Payroll process support and issue resolution
- ADP data migration and cleanup
- Interface and integration work
- Reporting and compliance support
What good specialists deliver
Good ADP experts reduce manual work and keep payroll predictable. They document settings, test carefully, and catch problems before they reach employees or payroll close. They also know when to challenge a process, not just execute it, which matters in complex ADP environments and during change.
Frequently asked questions
Not sure where to start with ADP? These answers cover the essentials.
ADP is mainly used for payroll, employee records, and related HR processes. Many companies also use it for reporting, time data, and workflows that connect HR, finance, and payroll teams. In larger setups, it can also support country-specific payroll structures and shared service processes.
ADP is the vendor and product family, while ADP Workforce Now and ADP GlobalView are specific ADP solutions. Companies often search under the shorter name even when they really need help with one of those products. A good specialist should know which ADP environment is in scope before starting work.
ADP is often chosen for payroll execution and payroll operations, while SAP and Workday are broader HR suites with different strengths. In practice, companies compare them based on existing HR landscape, country coverage, integration needs, and the amount of payroll control they want in-house. The right expert should understand where ADP fits in that stack.
A strong ADP specialist usually brings payroll process knowledge, reporting skills, and data discipline. Useful adjacent skills include HR systems, time tracking, interfaces, testing, and working with finance or compliance teams. Experience with integration work is especially helpful when ADP needs to connect to other business systems.
For a simple support task, a focused ADP specialist may be enough. For a rollout, migration, or complex payroll setup, companies usually need someone who has handled similar environments before and understands the risks around data, timing, and approvals. The more countries, interfaces, and stakeholders involved, the more important that background becomes.
Yes, many ADP tasks can be done remotely, especially configuration, reporting, testing, and support. For Germany, remote collaboration works well when payroll contacts are clear and the team can share process details, screenshots, and test cases. On-site time can still help during workshops, cutovers, or sensitive payroll cycles.
Look for a ADP professional who can explain payroll logic clearly, not just product screens. Good signs are clean documentation, careful testing, an understanding of employee data, and a structured way of handling issues. Ask for examples of setup, rollout, support, or integration work that matches your ADP environment.
If payroll is delayed, data is inconsistent, or teams are unsure how ADP is configured, outside help is often worth bringing in. The same applies when a company is adding new entities, changing interfaces, or preparing a migration. A specialist can stabilize the process and help the internal team focus on business operations.
The average hourly rate of freelancers in Germany who have used ADP in their recent projects is 115 €, which corresponds to a daily rate of about 919 € based on an 8-hour working day.
Of the freelancers in Germany who have used ADP in their recent projects, 89% hold at least a Bachelor's degree, 53% hold at least a Master's degree, and 5% hold a doctorate.
On average, freelancers in Germany who have used ADP in their recent projects have 20 years of professional experience, with a single engagement typically lasting around 1.9 years.
The most common languages among freelancers in Germany who have used ADP in their recent projects are German (95%), English (95%), and French (43%).
The most common industries among freelancers in Germany who have used ADP in their recent projects are Information Technology (76%), Professional Services (71%), and Manufacturing (67%).
The most common business areas among freelancers in Germany who have used ADP in their recent projects are Human Resources (86%), Project Management (81%), and Information Technology (67%).
Main locations of FRATCH Experts, who have recently used ADP
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.
Berlin Hamburg Munich Cologne Frankfurt Stuttgart Dusseldorf Leipzig Dortmund Essen Bremen Dresden Hanover Nuremberg Request a free demo
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Philipp Thomaschewski
FRATCH CEO
