Payroll Experts in Munich

• Analyze existing configuration
• Compare to HR process and organizational designs
• Develop redesigns and roll-out plans
• Adjust security concept
• Perform testing and implementation
• Prepare documentation and hand-over

• I help startups and scale-ups to build strong, people-focused organizations – with hands-on HR, project, and leadership support. I offer flexible interim HR management and project-based support, tailored to your needs and designed to work in fast-moving environments.

• 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

HR Transformation, Global Mobility & HR Innovation:

• Led the Global Mobility workstream for an International Assignment Host Payroll implementation, designing and executing 70+ UAT scenarios and validating cross-country payroll integrations to support a controlled and accurate global rollout.
• Developed a multi-country immigration cost-modelling framework spanning 14 countries and 2,000+ employees during the DXC–Luxoft integration, providing leadership with workforce transition cost visibility to support integration planning and decision-making.
• Established the first Global Mobility SOP framework, mapping and documenting 40+ processes to standardize workflows, strengthen governance, reduce dependency on individual knowledge and enable scalable knowledge transfer across global teams.
• Automated and standardized Global Mobility cost-estimation models using Excel macros, reducing manual effort and improving consistency and accuracy in international assignment financial modelling.
• Assessed processes across 15 HR Operations teams, establishing KPIs and acceptance criteria with stakeholders and developing a Process Health Dashboard for leadership to provide visibility into process performance and proactively identify operational risks.
• Evaluated 200+ HR processes and designed a Maker–Checker governance framework to strengthen process adherence, clarify accountability and mitigate operational and financial risk across HR Operations.
• Conceptualized and led the inaugural season of Eurekathon, a global HR idea-crowdsourcing and innovation initiative engaging ~1,000 employees to identify AI, automation and digital solutions to HR and workplace challenges; subsequently selected as an AI Champion and core team member for Season 2, contributing to program strategy and stakeholder engagement.
• Used two years of global employee-support data to redesign staffing around a newly introduced chatbot, identifying peak query periods and reallocating resources to a focused 4 hour coverage window, creating capacity for cross-skilling and improving workforce utilization.

HR Business Partnering, Talent Management & Employee Relations – Insurance Vertical:

• Partnered with business and functional leaders across India, APAC and EMEA to understand workforce priorities, employee concerns and organizational needs, translating business requirements into targeted people strategies and HR interventions.
• Partnered with HR leadership and global business stakeholders on succession planning and talent pipeline development for critical roles, strengthening visibility of key talent and supporting leadership continuity across multiple locations.
• Led quarterly talent and promotion cycles supporting ~40 promotions per quarter, partnering with business leaders on talent identification, calibration, eligibility and compensation validation, followed by employee communication and end-to-end implementation with HR Operations.
• Owned mid-year and annual performance management cycles for 3,000+ employees, partnering with managers on guidelines, timelines, goal setting, calibration, rating decisions, employee discussions and escalations; achieved 100% cycle completion.
• Delivered quarterly workforce, attrition and span of control analysis for HR and business leadership, combining turnover trends, performance insights, employee relations cases and top-talent data to identify workforce risks and inform targeted retention and talent strategies.
• Designed and launched a New Manager Development Program in partnership with Learning & Development, supporting the transition from individual contributor to people manager through structured learning.
• Advised managers on performance and employee relations matters, coaching leaders through performance concerns, Performance Improvement Plans and sensitive employee conversations.
• Partnered with Legal team to navigate complex cases and ensure consistent, compliant and well-informed decisions.
• Coached and guided new HR team members through HR processes, employee relations matters and day-to-day case management, sharing knowledge, providing hands-on support and fostering a collaborative team environment.
• Designed and executed monthly employee engagement initiatives across the business unit, partnering with business and HR stakeholders on needs identification, program ideation, communications and end-to-end execution to strengthen employee connection and engagement.
• Led the HR onboarding program for graduate hires, partnering with business and HR stakeholders to provide structured orientation on organizational culture, policies, training expectations and development, supported by a formal mentoring framework.
• Facilitated pre-joining engagement for lateral hires, maintaining candidate connection between offer acceptance and joining, addressing queries and facilitating introductions to business leaders and HR stakeholders to strengthen the candidate-to-employee transition.
• Managed sensitive employee lifecycle and separation matters, including voluntary and involuntary terminations and bereavement cases, coordinating with relevant stakeholders and supporting employees and families with empathy, discretion and compliance.
• Partnered with Global Mobility, HR leadership and business stakeholders on international workforce requirements across International Assignments, Transfers and Short-Term Commutes, coordinating HR inputs across multiple jurisdictions.
• Launched the Women in Insurance (WIN) diversity program, developing initiatives to recognize, engage and support the development of women leaders within the business.

Business consultancy (SMEs, focus on IT & events)

• Comprehensive personnel administration throughout the employee lifecycle
• Maintenance and management of digital personnel records and employee data
• Preparation and maintenance of employment contracts, contract amendments and employment references
• Preparation of monthly payroll and processing of variable compensation components
• Planning and implementation of onboarding and offboarding processes
• Contact person for employees regarding HR-related and organizational questions
• Preparation of HR analyses, reports, templates and processes
• Recruiting, applicant management and interview coordination

• External support in filling purchasing roles (approx. 32 open positions in strategic and operational purchasing)
• Conducting interviews and screening candidates
• Advising HR business partners and departments on labor law issues
• Preparing works council hearings and offers under the IG Metall collective agreement

• Management of payroll outsourcing

• 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.

• Financial accounting: daily general ledger entries and month-end closing

• Preparation of FY 2024 financial group statements (subunits KF, KNL, KAU, KCH)

• Preparation of physical inventory for KF with inventory instructions for Logistic

• Further development of ERP Finance processes integration with MS Dynamics BC 14

• Implementation of electronic invoice verification and Multi Cash banking software

• Expansion of sales and e-commerce controlling toolbox and processes

• Preparation of budgets 2026, 2027, 2028, including investment plan, cost accounting

• Preparation and commentary on monthly reports for sub-units and Group

• Preparation of weekly financial plans, cash flow and liquidity plans

• Further development of sales controlling, focusing on margins & product profitability

• Creation and integration of accounting workflows for MS Dynamics

• Leadership focus: Stabilization of the finance team and clear scope of work responsibility

• Communication with banks, auditors, tax advisors, and tax authorities

• Complete and accurate monthly reporting for each business unit and the KF Group

• Preparation 2024 financial statements for KF Germany, KNL, KAU, and KNL with audit opinion

• Detailed setup and preparation of the KF 2026 budget for the management and shareholders

• Weekly cash flow planning coordinated with the management and shareholders

• Turnaround in net sales and EBIT from September 2025 onwards – stable growth

• Leadership & change through consistent, data-driven KPIs

• Management consulting for digital transformation and transition projects

As a fractional and interim partner, I plug into existing revenue teams to build and operationalize what's missing:

• Sales enablement programs (onboarding, readiness, certifications)
• Product and commercial enablement for launches and strategic bets
• Messaging, positioning and competitive insights that sales can use
• Enablement tooling and processes that support coaching and content
• Adoption
• Analysis and removal of sales bottlenecks to boost productivity and revenue effectiveness

I'm co-founder of enablrs, a network of on-demand experts in sales enablement, product marketing and revenue effectiveness for B2B tech companies.

The goal: Helping SaaS teams get unstuck, aligned and ready to grow.

• HR consulting for the 'Digitization of the German Federal Financial Administration' project
• Conducting a project-based personnel requirements analysis
• Designing the introduction of agile project management & SCRUM in HR
• Recruiting for required positions

• Interim management – management level including personnel responsibility
• Change management – process optimization & digitalization
• Analyzing and optimizing internal accounting processes (finance & cross-departmental finance processes)
• Support in M&A transactions and due diligence
• Establishing reporting systems (finance & controlling)
• Consulting on accounting-related issues
• Business administration consulting
• Conducting recruitment processes (including redefining job descriptions and postings)
• Staff management and development

• Supported payroll processing and verified employee data accuracy.
• Assisted with leave management and handled routine employee HR queries.
• Maintained HR records and documentation in line with internal policies.
• Supported HR audits and compliance-related activities.
• Assisted the HR team in improving operational workflows and employee experience.