HRIS Experts in Munich
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Meet FRATCH Experts in Munich, who have recently used HRIS
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
Lena-Jasmina Lombardi
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 Franke
Last position:
Managing Director at DES Deutscher Entgelt Service GmbH
- Management of payroll outsourcing
Irmgard Drey
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 Nelissen
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 Zimmermann
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 Gehrke
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 Dobrova
Last position:
Senior HR BP for Tech and Marketing at KONUX GmbH
- Org design & HR transformation project.
- OKRs development.
Manisha Manickavelu
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.
Susanne Knoth
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 Imtiaz
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 Markmeyer
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
22 years (Germany: 20 years)
Position duration
3.2 years (Germany: 2.3 years)
Positions per freelancer
8 (Germany: 11)
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
55% (Germany: 81%)
Master's degree or higher
27% (Germany: 49%)
Certifications per freelancer
3 (Germany: 2)
Most common languages
German, English, French
Speak two or more languages
92% (Germany: 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 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 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 system for employee records, onboarding, leave, approvals, and reporting. Companies use it to keep HR data in one place and to make routine work easier for specialists and managers.
Common systems
HRIS work often centers on platforms such as SAP SuccessFactors, Workday, Personio, or Oracle HCM. The right specialist knows how to fit the system to the business, not just click through setup screens.
Typical tasks
- Configure employee fields, workflows, and approval paths
- Clean and migrate personnel data from legacy tools
- Connect payroll, time tracking, and identity systems
- Set permissions, reports, and audit trails
These tasks need careful handling because HR data is sensitive and the process touches many teams.
When to bring in help
Companies usually look for freelance HRIS experts during a rollout, a system change, or a process redesign. Support is also useful when HR needs faster reporting, better self-service, or cleaner data after growth or reorganization.
In Munich, this often matters for international teams that need English-friendly workflows, local payroll alignment, and smooth coordination with HR, IT, and finance.
What strong experts do
A strong HRIS specialist combines process knowledge with practical system skills. They understand data structures, access control, employee lifecycle steps, and how to test changes without breaking daily HR work.
They should also document clearly, train users, and spot gaps between policy and system setup before those gaps turn into manual work.
Good project fit
- New HRIS implementation or module rollout
- Migration from spreadsheets or older HR tools
- Integration with payroll, finance, or identity systems
- Reporting cleanup and process standardization
This work fits short projects well because many HRIS tasks are focused, time-sensitive, and easier to handle with a specialist than with a generalist.
Frequently asked questions
Not sure where to start with HRIS? These answers cover the essentials.
A strong HRIS keeps employee data, approvals, documents, and HR workflows in one place. Companies use it for onboarding, changes in employee status, leave tracking, and reporting. It reduces manual work and makes HR processes easier to control.
HRIS usually focuses on the system of record for employee information and core HR processes. HRM and HCM are broader terms that often include talent, learning, compensation, and strategic workforce planning. In real projects, the terms overlap, so the scope matters more than the label.
HRIS projects often involve SAP SuccessFactors, Workday, Personio, and Oracle HCM. Some companies also refer to their setup simply as an HR system or employee management system. The best specialist knows the product and the process behind it.
A capable HRIS specialist usually also understands payroll, data migration, reporting, access rights, and integration work. Knowledge of process design and user training helps too. If a project touches multiple countries, experience with local HR requirements is a strong plus.
For a small configuration change, a focused HRIS expert may be enough. For a full implementation, migration, or cross-system integration, you want someone who has handled similar work before and can manage risk. The key is proven delivery in the same type of setup.
Most HRIS tasks can be done remotely because the work is system-based and document-driven. On-site time helps when workshops involve HR, IT, payroll, and finance stakeholders, especially during rollout or process redesign. In Munich, many teams prefer a mix of both.
Look for clear examples of system setup, clean migration work, and practical process improvements. A strong HRIS professional explains trade-offs, documents decisions, and asks the right questions about data, roles, and approvals. They should be able to show how they reduced manual work or improved reliability.
A HRIS project often starts with process review, data checks, and stakeholder interviews. Freelancers should expect sensitive information, clear change control, and close coordination with HR and IT. Good communication matters as much as tool knowledge.
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, 55% hold at least a Bachelor's degree and 27% hold at least a Master's degree.
On average, freelancers in Munich, Germany who have used HRIS in their recent projects have 22 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 (17%).
The most common industries among freelancers in Munich, Germany who have used HRIS in their recent projects are Professional Services (67%), Information Technology (50%), and Education (33%).
The most common business areas among freelancers in Munich, Germany who have used HRIS in their recent projects are Human Resources (100%), Project Management (67%), and Operations (58%).
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
