Oracle Taleo Experts in Germany

• Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
• Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
• Approx. 2 500–50 000 employees
• Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
• Supported implementation and optimization of HR processes within industrial and tariff-bound environments
• Collaborated closely with works councils in Germany on hiring and structural topics
• Contributed to policy interpretation and application in line with labor law and internal governance
• Supported employee relations cases in cooperation with HR and legal teams
• Led and supported corporate change management initiatives within industrial and matrix organizations
• Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
• Ensured process compliance within SAP HCM/SuccessFactors systems
• Delivered HR reporting and analytics to senior stakeholders
• Led high-volume recruitment initiatives across multiple regions
• Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
• Designed and implemented sourcing strategies to attract top talent globally
• Built and maintained high-caliber talent networks and proactively engaged passive candidates
• Evaluated and implemented data analytics tools for enhanced recruitment insights
• Contributed to internal talent development and shared recruitment best practices

• Optimization of HR processes
• Designing HR IT system and implementing
• Managing HR teams in Greece, Bulgaria and Portugal
• Responsible for global mobility
• Developing HR department
• HR controlling
• Working on performance management system
• Optimization of HR IT system and creating new features
• Coordination of the HR implementation project
• Responsible for a team of 8 direct reports and 4 countries: Germany, Portugal, Greece and Bulgaria
• Integrate new strategies and policies across the regions and support headquarter and local managers in people related matters
• Establish and develop HR departments in all regions
• Responsible for internal communication
• Develop strategy for talent acquisition and development
• Ensure compliance with all applicable local and in country regulations
• Develop job descriptions and recruitment requirements to align with expectations
• Drive change management across the group
• Design HR strategy
• Optimize HR processes and services
• Work with CEOs on new business strategies
• Analyze business and its needs
• Design and integrate trainings for management
• Sector: Renewable energy
• Staff: 900 employees
• Revenue: 55 Mio. Eur
• IT: Internal developed HR system

• Building a cross-functional product team to develop a super app
• Advising and mentoring to support the team and provide input (technical & soft skills)

• Interim HR Management
• Management consulting in the field of HR
• Currently 2 clients:
• Interim HR
• High performance team development
• From August 2026 full time freelance

Key achievements:

• Successfully implemented an HRIS system, streamlining document creation, HR administration, and payroll/performance data management, reducing processing time by 30% and improving data accuracy.
• Designed and rolled out a unified benefits system across multiple European locations, ensuring alignment with local regulations and company-wide policies, enhancing employee satisfaction and reducing administrative overhead.
• Leading the rollout and adoption of UKG HRIS across two countries, aligning payroll, admin, and performance data management.
• Overseeing HR operations for 160 employees across 3 EU locations within the DACH region.
• Leading a team of 5 specialists in Recruitment & HR Administration.
• Driving strategic initiatives to standardize and optimize internal HR policies across multiple European sites.
• Leading impactful HR initiatives to strengthen talent development, boost retention, and elevate employer brand presence.
• Providing expert guidance on ER cases and labor law compliance to mitigate risks and uphold workplace integrity.

• Building, developing, and leading the HR department
• Advising the management and introducing new role models
• Employee development and introduction of internal HR processes

Coral Club is an international health and wellness company that offers nutritional supplements and health-focused products.

• Attracted on a targeted project to audit, restructure, and legally proof HR operations for Germany during a critical corporate transition.
• Led organizational redesign during distribution centre relocation, including workforce planning, role design and organizational structure optimization.
• Conducted HR compliance audit and redesigned HR documentation and people processes in line with German labour law.
• Analysed employee engagement data and translated insights into practical organizational improvement initiatives.

• Built a successful sole proprietorship connecting German companies with specialized HR and recruiting freelancers and managed all business operations
• Established a network of over 1,000 freelancers and led a team of up to three independent contractors to ensure excellent results
• Developed and implemented tailored solutions to support companies in scaling their teams quickly and efficiently

• Transforming administrative HR departments into strong, strategically focused service providers and real business partners

• Leading and managing HR departments and mission-critical HR projects

• Carrying out HR restructuring and transformation, and supporting change management processes

• Providing strategic advice and serving as a sparring partner for business owners and leaders in tackling challenges such as downsizing and turnarounds

• Expertise in industries with a high share of blue-collar workers, including call centers, retail, logistics, healthcare, manufacturing, workshops, and temporary staffing

• Focus on technological transformations in areas such as digitization, automation, AI, sustainability, quality, and finance

• Managing and increasing acceptance of difficult organizational changes

• Regularly publishing articles on HR topics in relevant media

• Developing strategies to attract key people during crisis-driven change phases

• Establishing honesty as a strategic foundation to attract top talent through joint mission analysis

• Leveraging radical creative freedom as a key benefit for experts focused on results and ownership

• Shifting recruiting toward personality traits like ambiguity tolerance, courage, and crisis resilience instead of just technical skills

• Managing transformations in brownfield organizations by challenging entrenched logics and structures

• Positioning recruiting as a top leadership task to increase transparency and credibility

• Implementing goal-oriented, variable compensation models to reflect strategic responsibility and long-term effectiveness

• HR project manager for the implementation of personnel strategy to achieve transformation and decarbonization goals in the course of coal phase-out
• Sparring partner for the Head of HR and local teams to establish harmonization in decentralized structures
• Responsible for due diligence, compliance and transition planning in collaboration with legal department and works councils
• Sparring partner for HRBPs and the payroll team to promote efficiency projects, empowerment and best practices
• Responsible for HR projects in organizational redesign, talent planning and HR controlling

• Advising managers on all HR and restructuring topics
• Supporting transformation

• Process analysis & optimization in HR
• Consulting on the implementation of AI applications
• Digitalization & automation
• Project management in the HR transformation environment

• Overall responsibility for HR and social affairs for 260 employees
• Designing and implementing consolidation measures after the largely completed restructuring
• Building a functional and efficient HR department
• Establishing recruiting and employer branding
• Setting up personnel development
• Leading 4 direct reports, reporting to the executive board
• Preparing and initiating further restructuring measures and handing them over to the permanent successor

• Leader of the network recruitment agency
• Focused on winning great talents across the org-chart from experienced to senior / C-Level for various companies (SMEs and international corporations) as well as scaleups