HRIS Experts in Germany
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Meet FRATCH Experts in Germany, who have recently used HRIS
Nicole Seiler
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
Luca Beck
Last position:
Founder & CEO at Lube AI
- Develop custom AI agents delivering 90%+ reduction in manual workload and significant efficiency gains
- Provide end-to-end AI strategy consulting: from digital assessment to implementation and change management
- Design and deliver tailored training programs and workshops on AI adoption, prompt engineering, and automation
- Support clients in implementing scalable AI solutions integrated with existing technology stacks
- Focus areas: AI strategy, automation, workflow optimization, and capability building
Christian Kleiner
Last position:
Self-employed Human Resources Interim Manager & Consultant at KNDS Deutschland GmbH & Co. KG
- Support with establishing and setting up the new site and the new organizational structure
- Close coordination with the HR project manager at KNDS
- Advice on transferring former Alstom employees via a transfer company
- Preparation of the direct transfer of the training department
- Coordination with the transfer company
- Support for the new local management team
Marina Malkowski
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.
Navin Hathiramani
Last position:
Interim Recruiting Manager at Opmobility
- Business area: Automotive / exteriors
- Lead recruiter for all plant areas (technicians, operators, engineers - blue and white collar)
- Supporting central talent acquisition for manager and back-office positions
- IT/HR systems: SuccessFactors, SAP HCM
- Creating reports on recruiting activities and maintaining and customizing the applicant management system (ATS/HRIS)
- Conducting telephone and virtual interviews to make an initial assessment of candidates
- Creating and publishing job ads on internal and external platforms to attract candidates
- Managing candidates from application to contract drafting
- Actively sourcing and recruiting candidates through various business platforms (e.g., LinkedIn, XING, Stack Overflow)
- Supporting department heads in selecting suitable candidates and optimizing interview processes
- Employer branding and personnel marketing
- Advising HR management on all matters related to the recruiting process and strategic talent acquisition
- Reviewing and evaluating applications as well as organizing and moderating interviews with departments
Kevin Guhl
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
Rosalina Loclair
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).
Claudia Fuhrmann
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
Doris T.
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
Christine Wagner
Last position:
People Process & Digitalization Specialist at TÜV SÜD Customer Engagement and People GmbH
- Analysis, redesign, and rollout of HR core processes across the entire employee lifecycle
- Interface management between HR, IT, and multiple business units in a complex corporate environment
- Support for cultural change processes with a focus on mindset shifts and cross-department collaboration
Kevin Grundmann
Last position:
AI Strategy & Governance / Freelancer at Al Gambit
- Architect AI strategies and smart business processes for companies implementing AI initiatives.
- Focus on pragmatic and trustworthy AI integration delivering tangible operational value.
Alexandra Straub
Last position:
Senior HR Generalist at Delta Energy Systems (Germany) GmbH
- Advising managers on HR strategy, labor law, and collective agreement matters
- Payroll in DATEV for 150 employees in two companies from 01/04/2024 to 31/07/2025
- Support with payroll preparation work from 01/08/2025
- Preparing the report regarding the disability levy
- Preparing the report and matching master data with the employers' liability insurance association
- Conducting job interviews / employee meetings and return-to-work interviews (BEM, Occupational Reintegration Management)
- Maintaining electronic time recording data (corrections, recording maternity leave / parental leave / vacation / illness / business trips) in INTERFLEX
- Working with the Freiburg Integration Office
- Setting up and supporting the areas of occupational safety + company health management + company doctor (Regio Arbeitsmedizin)
- HR support: preparing employment contracts / terminations / references, warnings / conducting onboarding and exit interviews
- Organizing company events
- Organizing training sessions
- Local contact person during audits
- Running projects together with other Delta sites (including introducing a digital personnel file)
- Trusting and constructive cooperation with the works council
- Helping with budget and staffing planning
- Reporting HR key figures
- Local contact person for the employers' association and the trade supervisory office
- Recruiting + supporting existing and new employees with relocation, visas, and work permits
Dominik Piecuch
Last position:
Head of IT at Aarsleff Spezialtiefbau GmbH
- Disciplinary and professional leadership of the IT and service team
- Definition and documentation of the Current Mode of Operation (CMO) in Confluence: application landscape, infrastructure, networks, backup & storage
- Development of the Future Mode of Operation (FMO) including process analysis & stakeholder interviews with all departments using BPMN and flowcharts
- Optimization of license management: reduction of ongoing software costs by approx. 17% p.a.
- Introduction and establishment of Jira as the central tool for project and service management
- Introduction and rollout of the HR software MindKey to digitize HR processes
- Introduction of a VoIP solution with Microsoft Teams incl. PSTN connection to replace classic telephony
- Introduction of the production and planning software OptiControl to digitize operational processes
- Rollout of Intune as a Mobile Device Management solution for Windows, iOS and Android
- Build-up of Power BI dashboards for machine park monitoring and financial reporting
- Planning and execution of the IT consolidation of two locations for 170 users
- Introduction of automated penetration testing with Pentera
- Coaching and mentoring the team in agile methods & project management
- Operational support in day-to-day business: administration, incident & change management
- Management of external service providers and assurance of the quality of outsourced IT services
- Responsibility for the IT budget incl. planning and controlling
- Direct reporting line to management with regular management reports on IT KPIs, budget and project status
Sebastian Krammer
Last position:
Group Head of HR Operations at Universal Investment
- 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
Nina Hellmann
Last position:
HRIS implementation at manufacturing company
data management: importing historical data during system migrations (20–230 employees), Personio, Recruitee, Softgarden, etc.
Discover over 15,000 top freelancers
Statistics of experts using HRIS
Aggregated from the professional profiles of matched freelancers.
Experience
20 years
Position duration
2.3 years
Positions per freelancer
11
Top business areas
Human Resources, Project Management, Information Technology
Top industries
Professional Services, Information Technology, Manufacturing
Certification focus areas
Human Resources, Project Management, Information Technology
Bachelor's degree or higher
81%
Master's degree or higher
49%
Doctorate
6%
Certifications per freelancer
2
Most common languages
German, English, French
Speak two or more languages
99%
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 HRIS
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 HRIS Covers
HRIS stands for Human Resources Information System. It is the core software layer for employee records, contracts, onboarding, time data, benefits, and reporting. Strong HRIS work keeps people data consistent and usable across the business.
Typical Work
- Set up employee master data and approval flows
- Connect payroll, time tracking, and identity systems
- Build reporting views for HR and management
- Clean migrations from legacy HR tools
Tools And Scope
HRIS specialists often work across systems such as SAP SuccessFactors, Workday, Personio, Oracle HCM, and BambooHR. They also handle integrations, data mapping, role models, and process design. The best experts know how one change in a field or workflow affects the wider HR stack.
When To Bring In Help
Companies usually bring in freelance expertise during an implementation, a migration, a post-merger cleanup, or a process redesign. In Germany, this often includes teams that need local payroll coordination, German-language employee processes, and careful handling of sensitive records. Remote work is common, but workshops and testing may benefit from on-site time.
What Strong Specialists Do
Strong HRIS professionals do more than configure screens. They understand data quality, employee lifecycle processes, and how HR, finance, IT, and payroll depend on each other. They document decisions clearly, test edge cases, and keep changes stable after go-live.
How To Judge Fit
Look for experts who have shipped similar HRIS changes, not just used the software. Ask for examples of integrations, migration plans, permission concepts, and reporting setups. For Germany, check that they can work with local stakeholders and explain trade-offs in plain language.
Frequently asked questions
Key details about HRIS, drawn from the questions we get asked most.
A HRIS is used to manage employee data, contracts, onboarding, leave, time, benefits, and HR reporting in one place. It helps keep core people processes consistent and reduces manual work across HR and payroll.
HRIS covers the broader employee record and process layer, while an ATS focuses on recruiting and a payroll system handles pay calculations. In many companies, these systems connect closely, but they serve different parts of the employee lifecycle.
The term HRIS is often used for systems such as SAP SuccessFactors, Workday, Personio, Oracle HCM, and BambooHR. Searchers may also use the full phrase Human Resources Information System when they mean the same type of software.
A strong HRIS specialist usually knows data migration, process design, integrations, permissions, and reporting. It also helps if they understand payroll coordination, identity management, and how HR data flows into finance or IT systems.
A HRIS rollout can succeed with a focused specialist if the scope is small and the processes are clear. Larger migrations or multi-system setups usually need someone who has already handled complex data, testing, and stakeholder alignment.
Yes, HRIS work is often remote because most tasks are configuration, analysis, and testing. For Germany-based teams, it can still help to have some on-site time for workshops, stakeholder interviews, and go-live support, especially when local processes are sensitive.
A good HRIS expert explains why a setup works, not just how to click through it. Look for clear examples of migrations, data cleanup, permissions, integrations, and post-go-live support, plus the ability to work with HR and IT without confusion.
Freelancers working with HRIS should expect to deal with sensitive data, changing business rules, and many stakeholders. The best projects ask for clear documentation, strong communication, and careful testing before anything goes live.
The average hourly rate of freelancers in Germany who have used HRIS in their recent projects is 112 €, which corresponds to a daily rate of about 894 € based on an 8-hour working day.
Of the freelancers in Germany who have used HRIS in their recent projects, 81% hold at least a Bachelor's degree, 49% hold at least a Master's degree, and 6% hold a doctorate.
On average, freelancers in Germany who have used HRIS in their recent projects have 20 years of professional experience, with a single engagement typically lasting around 2.3 years.
The most common languages among freelancers in Germany who have used HRIS in their recent projects are German (99%), English (99%), and French (28%).
The most common industries among freelancers in Germany who have used HRIS in their recent projects are Professional Services (82%), Information Technology (68%), and Manufacturing (51%).
The most common business areas among freelancers in Germany who have used HRIS in their recent projects are Human Resources (95%), Project Management (73%), and Information Technology (54%).
Main locations of FRATCH Experts, who have recently used HRIS
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.
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Hamburg 
Munich Request a free demo
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Philipp Thomaschewski
FRATCH CEO
