HRIS Expert in Munich
to streamline people operations with vetted, available freelancers matched by AIHire experts who configure employee records, automate payroll integrations and improve HR reporting across systems such as Workday, SAP SuccessFactors and Personio. FRATCH matches you quickly and precisely with vetted, available freelancers for your HRIS project.
Meet FRATCH Experts in Munich, who have recently used HRIS
Sebastian K.
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
Lena-Jasmina L.
Last position:
Interim HR Operations Manager at ELEMENTS Fitness GmbH
- Responsibility for daily HR operations across 4 studios in Germany, focusing on personnel administration and the employee lifecycle
- Drafting, reviewing, and managing all employment law documents (employment contracts, contract amendments, certificates, references)
- Preparing payroll, especially for hourly wage models, including data preparation and coordination
- Maintaining and managing timekeeping data in the system (Gfos) and ensuring data quality
- Proactively managing and tracking personnel-related deadlines (e.g., probation periods, fixed-term contracts, evaluations) in close coordination with studio managers
- Acting as the central point of contact and reminder for managers on all HR-related topics and processes
- Structuring and tracking HR processes while ensuring completeness and compliance of all documents
- Creating and maintaining HR documents, reports, and overviews in Word and Excel
Torsten F.
Last position:
Managing Director at DES Deutscher Entgelt Service GmbH
- Management of payroll outsourcing
Irmgard D.
Last position:
Selfemployed - Interims Management in M&A Environments at Irmgard Drey e.K.
- Consulting and implementation in the areas of human resources, finance and IT for medium-sized companies in the telecommunications, plant engineering, real estate, metal processing, pharmaceutical and energy supply sectors
- Establishment and re-design of human resources departments - specifically in carve-out or merger environments
- Management coaching and Interim HR Management HR IT: SAP HCM Implementation of various requirements Compensation management Works agreements Outsourcing Payroll Budget planning/HR controlling
- Centralised support and advisory to management in regards of HR strategy, and implementation of end-of-year reporting processes
- Company pension scheme development, reporting tool development and HR / Payroll report generation
- Implementation of the Occupational Pensions Strengthening Act and corporate framework design
- Development of interdependent and coordinated training programs for departments and department managers
- Junior manager - coaching
- Compensation/Benefits Recruiting, Interviews, Search
- Introduction of time management with SAP HCM PT process optimization General Data Protection Regulation Document management, etc
- Tax audit digitization project, e.g., personnel files, expense compensation for employees in the construction industry
- Cost reduction projects to increase operational efficiency
- Led negotiations with works council and economic committee
- Redesign of compensation concepts personnel management - Fit for Future.
Liam N.
Last position:
Head of HR Operations at IFCO
- 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.
Annette Z.
Last position:
Program Manager for the Hospital Future Act (KHZG) at SRH Gesundheit GmbH
- Developing, prioritizing, and overseeing the strategic planning and implementation for all KHZG projects
- Responsible for delivering the overall KHZG program on time, in scope, and within budget, including meeting the mandatory criteria
- Monitoring resources and reporting shortfalls to relevant stakeholders
- Liaising with funding controlling and providing relevant information on financial changes
- Stakeholder management: communication and coordination inside and outside the organization
- Regular reporting to the Strategy Council, Medical Board, Nursing Board, and hospital management
Christina G.
Last position:
Interim HR Business Partner
- 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
Natalia D.
Last position:
Senior HR BP for Tech and Marketing at KONUX GmbH
- Org design & HR transformation project.
- OKRs development.
Manisha M.
Last position:
Senior HR Coordinator at Cognizant Technology Solutions
- 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.
Jill J.
Last position:
HR Business Partner at JYSK SE
- Lead and develop a team of 3 employees across Talent Acquisition, Employer Branding, and HR Operations
- Manage an annual budget of approx. €95K and advise the Logistics Director on salary budget allocation for 400 employees (20% team growth in a year)
- Act as strategic sparring partner to management and leadership teams on people-related topics like talent development, organizational change, comp&ben and HR policies
- Set up all people processes around Talent Management, Employer Branding and Operations
- Support leadership on people development and talent management
- Implement & conduct training programmes (positive leadership, change management, intercultural communications)
- Drive cultural transformation initiatives in alignment with JYSK values and organizational goals
- Lead the annual HR strategy process, defining local priorities and setting measurable goals
- Lead the event team for the organization of employee events
- Drive change communications
Susanne K.
Last position:
Interim HR Business Partner & Generalist at Freelance
- HR advisory support for animal clinics and veterinary practices
- Ensuring (labor law) compliant implementation of measures in cooperation with the sites
- Clarifying labor law questions for managers and employees
- Reviewing and updating existing blank contract templates and general agreements
- Implementing HR measures (working hours changes, salary changes, recruitments, etc.) for the group's locations
- Developing a professional recruiting handbook (MS OneNote)
- Temporary management of the recruiting department
- Preparing the handover of know-how to new employees
- Providing further support in recruiting
Atika I.
Last position:
Head of People & OD at Spread Group (sprd.net AG)
- Took over the people change management project as lead and worked with external consultants to facilitate the change organization-wide by developing a sounding board, conducting regular follow-up meetings, and organization-wide announcements
- Lead a People & OD team to ensure continuous learning in the organization
- Designed and implemented a new grading structure to facilitate fair pay based on a transparent model
- Introduced a new HRIS “Leap-some” to facilitate employee engagement, synergy, and uniformity organization-wide
- Conducted DE&I survey to formulate a proper strategy based on factual data and organized annual women’s day campaign
- Designed the format of leadership development programs across all levels of the organization
- Managed employee onboarding
Anja M.
Last position:
Senior HR Manager
- Analysis and advice on the sensible implementation of HR software at a fast-growing start-up
- Goal: Analysis of existing processes and software integration
- Needs analysis
- Documenting relevant processes and structures in the company
- Defining solution scenarios considering the circumstances and financial situation
- Methods & tools used: Jira, Celonis, Excel
Discover over 15,000 top freelancers
Statistics of experts using HRIS
Aggregated from the professional profiles of matched freelancers.
Experience
20 years (Germany: 19 years)
Position duration
3.2 years (Germany: 2.2 years)
Positions per freelancer
8 (Germany: 10)
Top business areas
Human Resources, Project Management, Operations
Top industries
Professional Services, Information Technology, Education
Certification focus areas
Human Resources, Operations, Legal
Bachelor's degree or higher
58% (Germany: 82%)
Master's degree or higher
33% (Germany: 51%)
Certifications per freelancer
2
Most common languages
German, English, French
Speak two or more languages
92% (Germany: 97%)
Based on our profile pool as of 19 Sep 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this technology in Munich 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 Munich 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 19 Sep 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
HRIS experts industry focus
See which industries our matched freelancers work in most often — every figure is calculated live from the freelancers on FRATCH.
- Professional Services (62%)
- Information Technology (46%)
- Education (38%)
- Energy (38%)
- Manufacturing (38%)
- Retail (38%)
- Healthcare (31%)
- Telecommunication (31%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the technology
What HRIS covers
A human resources information system, or HRIS, stores and manages employee data, organisational structures, absences, documents and workforce processes. It gives HR teams one controlled place to maintain records and supports reliable reporting across the employee lifecycle. Depending on the product, it may also cover recruiting, onboarding, performance, learning and compensation.
Systems and ecosystem
HRIS work spans cloud suites, specialist tools and integrations with finance, identity and collaboration systems. Common ecosystems include Workday, SAP SuccessFactors, Personio, Oracle HCM and Microsoft-based environments. Strong specialists understand data models, permissions, APIs, webhooks, SFTP exchanges and the reporting tools connected to the core system.
- Configure employee, organisational and absence data
- Connect payroll, finance, identity and recruiting systems
- Design workflows, approvals, dashboards and reports
- Prepare imports, migrations and data quality checks
Typical business uses
Companies use HRIS platforms to replace disconnected spreadsheets, standardise people processes and give employees self-service access. They support onboarding, changes to personal data, leave management, document distribution, workforce planning and audit-ready reporting. In Munich, HRIS specialists often support international organisations that need consistent processes across German and global teams.
When freelance expertise helps
External professionals are useful during a new implementation, a system replacement or a major process redesign. They can assess requirements, map existing data, coordinate vendors and prepare users for adoption without distracting the internal HR team. Specialist support is also valuable when integrations fail, reporting becomes unreliable or a platform needs structured optimisation.
- A new HRIS must be selected or configured
- Employee data needs cleansing or migration
- Payroll and identity integrations need stabilising
- Local and international processes must work together
Skills that matter
Good HRIS professionals combine system configuration with practical knowledge of HR operations. They can translate policies into workflows, protect sensitive records through role-based access and explain trade-offs to HR, IT, finance and leadership. Experience with testing, release planning, documentation and change management is as important as product knowledge.
How quality is judged
Look for clear discovery questions, structured requirements and examples of completed HRIS deliverables. A capable specialist defines ownership, validation rules, permissions and rollback options before changing production data. They communicate limitations early, document decisions and leave behind maintainable configurations that internal teams can operate confidently.
Frequently asked questions
Not sure where to start with HRIS? These answers cover the essentials.
An HRIS centralises employee records and supports processes such as onboarding, absence management, organisational changes, document handling and HR reporting. Depending on the product, it can also connect payroll, recruiting, learning and performance workflows.
An HRIS usually focuses on core employee data and operational HR processes. An HCM suite often adds broader capabilities such as talent, workforce planning and analytics, while a payroll system concentrates on pay calculation and statutory processing. The boundaries vary by vendor, so the required modules and integrations should be assessed together.
A strong HRIS specialist often understands HR process design, data migration, integration patterns, reporting, access controls and change management. Knowledge of payroll interfaces, identity management, APIs and regional compliance requirements is valuable when the system connects several business functions.
The right level depends on the scope, product and quality of the existing data. A focused configuration change may need a specialist who can work independently on a defined process, while a replacement or multi-country rollout calls for experience in discovery, migration, testing, integrations and stakeholder coordination.
Much HRIS work can be completed remotely, including configuration, data preparation, documentation and testing. On-site sessions may help with workshops, sensitive process discussions or user training. For Munich-based teams, agree early on working hours, German or English communication and access to internal systems.
Ask for concrete examples of workflows, integrations, migrations or reporting deliverables, not only product familiarity. A reliable HRIS professional explains assumptions, tests changes safely, documents permissions and data flows, and can describe how users were supported after launch.
Choose an HRIS specialist when the work involves core employee data, complex workflows, security roles, vendor configuration or integration dependencies. A broader HR systems professional may be suitable for requirements gathering or tool selection, but product-specific delivery benefits from deeper platform knowledge.
Typical HRIS deliverables include a requirements map, configured workflows, validated data files, integration specifications, test scenarios, reporting definitions and user documentation. The professional should also record decisions, open risks and handover steps so the internal team can maintain the system after the engagement.
The average hourly rate of freelancers in Munich, Germany who have used HRIS in their recent projects is 116 €, which corresponds to a daily rate of about 929 € based on an 8-hour working day.
Of the freelancers in Munich, Germany who have used HRIS in their recent projects, 58% hold at least a Bachelor's degree and 33% hold at least a Master's degree.
On average, freelancers in Munich, Germany who have used HRIS in their recent projects have 20 years of professional experience, with a single engagement typically lasting around 3.2 years.
The most common languages among freelancers in Munich, Germany who have used HRIS in their recent projects are German (100%), English (92%), and French (15%).
The most common industries among freelancers in Munich, Germany who have used HRIS in their recent projects are Professional Services (62%), Information Technology (46%), and Education (38%).
The most common business areas among freelancers in Munich, Germany who have used HRIS in their recent projects are Human Resources (100%), Project Management (62%), and Operations (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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Philipp Thomaschewski
FRATCH CEO
