Sen. Talent Management / Consulting

Talent Acquisition / Optimization of Candidate Journey / Recruiting / Active Sourcing of engineers and C-level positions as well as experts in the areas of Compliance, Logistics and IT

• End-to-End Recruiting in all areas, conception of assessment, conception of team building workshop
• 360° employee interviews
• Analysis and optimization of the Candidate Journey
• Introduction and monitoring of KPIs
• Sparring partner for specialists and executives in Germany and abroad
• Labor law topics
• Personnel requirements planning
• Contact person for all specialists and executives
• Process optimizations, organizational development to relieve HRBs at the German location
• Introduction of Shared Service Center
• Operational activities

Achievements:

• Significant increase in efficiency, improved service quality, hiring rate reduced to an average of 35 days
• Relief of HRBPs, can again take care of strategic issues
• Clear responsibilities
• Filling of all critical vacancies (predominantly through active sourcing)
• More transparency, clean processes, faster turnaround times
• Measurable improvement of the entire Candidate Journey, significantly fewer "dropouts", good applicant feedback

Determination of future personnel requirements:

• Analysis of trends based on business strategy
• Derivation of future required skills and functions
• Creation of competence profiles
• Determination of employee groups most affected qualitatively and quantitatively
• Job architectures

Introduction of standard job profiles (global salary structure):

• Definition of core competencies, identification of key competencies
• Creation of competence framework / guide for employee evaluation
• Definition of standard jobs based on core competencies for Germany / Spain and Netherlands / Backing of job codes / Mercer Grading (around 6000 job profiles cataloged incl. annual and regional market data)
• Standardization of around 80 job profiles incl. salary bands (salary benchmark via Mercer)

Knowledge preservation / knowledge transfer:

• Setup of an internal online academy platform moodle for knowledge preservation / transfer
• Creation of digital content and setup of a Q&A platform for employees
• Conception and implementation of workshops for integration of New Work principles as leadership culture in the company
• Coordination of service providers for content creation and video production
• Collaboration with external service providers

Achievements:

• Online academy launched with 3 modules (online workshops), video (unified onboarding / company presentation etc.) (process ongoing)
• Definition and cataloging of around 80 standardized job profiles based on core competencies (standard functions)
• Derivation of future personnel requirements (estimated)
• Definition of career paths -> what are the next steps

• Graduate recruiting in the area of consulting
• Implementation of semi-structured interviews in both HR and specialist departments
• Initial interviews
• Aptitude assessment
• Measures in the area of employer branding and optimal candidate journey

• Introduction and analysis of KPIs
• Analysis and optimization of recruiting processes
• Conception of a new recruiting strategy
• Operational recruiting, focus on Active Sourcing in the areas of Engineering / specialist and management positions in commercial areas / Marketing / HR / Logistics / Sales

• Professional and disciplinary leadership of a 12-person team
• KPI tracking and optimization
• Analysis and optimization of recruiting processes and channels
• General strategic development of the HR area in the merger process in an international environment (Cluno was taken over by Cazoo (GB))
• Consulting managers in the area of Learning and Development
• Support in End-to-End Recruiting of commercial specialists and executives in an international environment
• Conception of AC for service employees in internal and external service

• Operational recruiting in the white collar area
• Analysis and optimization of recruiting strategies
• Monitoring and optimization of the aptitude assessment process (from aptitude assessment to evaluation)
• End-to-End Recruiting from creating a job description to contracting

End-to-End Recruiting in the areas of Logistics Management, SCM, Production (High-Performance Ceramics), Procurement, General HR work