Karriere-Bereiterin | Chancengeberin | Potenzialerkennerin | Ich mache Potentiale sichtbar und entwickle gemeinsam mit meinen

• Strategic development, further development and operational management of the HR department
• Disciplinary management and continuous development of 16 employees
• Advising the management as well as consulting directors and business unit managers on all personnel-related and strategic topics; direct report to the Chairman (Harald Sulovsky)
• Strategic further development and professionalization of recruiting: Development of a strategy, conception and implementation of a recruiting process as well as development of recruiters to Talent Acquisition Experts
• Responsibility, planning, conception and implementation of an employer branding project to develop an employer brand for the DACH region as well as development of a sustainable employee retention concept
• Strategic development and implementation of the HR Business Partner concept
• Conception of sustainable talent management: Responsibility for the introduction and implementation incl. introduction of the Predictive Index (PI) as a method for potential recognition, rollout and training of HR employees and relevant managers
• Conception, introduction and implementation of leadership development for junior managers
• Responsibility for the conception, introduction and implementation of all personnel management and organizational development instruments
• Conception and introduction of a sustainable employee retention and onboarding concept - adapted to the Corona-related conditions
• Moderation, conception and implementation of workshops and in-house training
• Responsibility for the digitalization of the HR area incl. requirements analysis and vendor selection (Personio, Success Factors and Sage under consideration)
• Responsibility for global site development (Finland, DACH, Spain, USA, APAC) and connection of international locations to headquarters
• Responsibility and ensuring a global payroll
• Management of external service providers, agencies and consultancies

• Strategic development and operational management of the 'People' department (People & Talent), consisting of the Human Resources, Organizational Development & Academy departments
• Disciplinary management of up to 17 employees worldwide
• Advising company management on all personnel-related and strategic topics; direct report to the Chairman (Ralf Schweickert)
• Management and responsibility for the transformation project 'OE 3.0' worldwide as well as implementation of the agile organizational structure
• Responsibility for global site development and dismantling
• Responsibility for the conception, introduction and implementation of all personnel management and organizational development instruments
• Conception of sustainable talent management for the Schweickert Group and responsibility for worldwide introduction and implementation
• Conducting management audits and potential analyses, introduction of the Predictive Index (PI)
• Responsibility for the digitalization of the HR area incl. requirements analysis, specifications and performance specifications, project planning and management, management of internal IT employees and implementation (introduction of Microsoft Dynamics)

• Disciplinary management of approx. 25 employees in operative recruiting at Lidl Stiftung
• Development and implementation of uniform recruiting standards at the site as well as responsibility for all recruiting at the central location in Neckarsulm and for Lidl E-Commerce International throughout Germany
• Development and expansion of active sourcing
• Management of special projects in recruiting (e.g. development of active sourcing, introduction of SAP eRec) as well as expansion projects of Lidl E-Commerce International

Advising managers and supporting employees of NORDCAPITAL

• Personnel and leadership development
• Recruiting and personnel marketing, expansion of university and school marketing
• Training management and support for up to 20 trainees and apprentices
• Overall responsibility for contract negotiations with external service providers and consultants
• Supporting employees and managers in organizational and change processes
• Implementation of HR guidelines and processes as well as ongoing optimization of various process flows
• Personnel cost and budget planning in close coordination with managers and management
• HR projects, e.g. implementation of new HR software (Persis) and replacement of existing system (Sage), introduction of company pension scheme