Oliver Harenberg
HR Director and HR Business Partner
Erfahrungen
März 2014 - Bis heute
11 Jahren 4 MonatenHR Director and HR Business Partner
Interim
- Industries: Energy, Automotive, Pharma, Chemicals, Mechanical and plant engineering, FMCG, Banking, Media, IT, Retail, Logistics, Public administration, Sports and fitness, Advertising and communication
- Customers and functions:
- Kanadevia Inova Steinmüller GmbH (Part of HITACHI Corporation) – Labour relations leader
- PMG Holding GmbH – Global director HR / HR restructuring lead (Spain, USA, China, Romania)
- Klingel Medical Metal GmbH (Part of ELOS Group) – HR people and restructuring director
- Venator Germany GmbH – HR business partner / Restructuring lead
- neuraxpharm Arzneimittel GmbH – Head of HR – DACH, NL
- Leistritz AG – HR director
- TIB Chemicals AG – HR director
- BestFit Group – HR director
- Digitas Pixelpark – Talent director
- CSA – Cooper-Standard Automotive Inc. – HR director
- Cummins Emission Solutions (CES) – HR director
- Prym Group – INOVAN Automotive – HR director Germany
- Johnson & Johnson GmbH – Janssen-Cilag GmbH – Employee & labour relations leader
- Grohe AG (Part of LIXIL Group) – Senior HR business partner
- Bauking GmbH – Senior HR business partner
- RTL Mediengruppe – HR change manager
- STADA Arzneimittel AG – Senior HR business partner
- DRK Kreisverband Düsseldorf e.V. – HR director
- Elbkinder – HR director
- Sky Deutschland GmbH – Employee & labour relations leader
- Orthomol – HR director
- Gardemann Arbeitsbühnen GmbH (Part of Lavendon Group PLC) – HR director
- Fondsdepot Bank – HR director
- DSV Global Transport and Logistics – HR director
- Nobilis Group GmbH – HR director
Jan. 2013 - Feb. 2014
1 Jahr 2 MonatenHR Director – Emerging Markets
Henkel AG & Co. KGaA, Henkel Beauty Care
- Strategic and operational HR management for APAC, NA, CEE, CIS, LA, MEA regions and global functions of International Sales, Export, Controlling, Business Development
- Managed 6 direct reports in APAC, NA, CEE, CIS, LA, MEA
Apr. 2011 - Dez. 2013
1 Jahr 9 MonatenChief Human Resources Officer (CHRO)
ITSC Holding
März 2006 - März 2011
5 Jahren 1 MonateVice President Human Resources
ITSC Holding
Juni 2003 - Feb. 2006
2 Jahren 9 MonatenHR Business Partner
ITSC Holding
Zusammenfassung
- Strategic and operational management, reengineering and improvement of HR departments in medium-sized companies and corporate groups
- Responsibility for up to 40 direct reports
- Accompaniment of business transfers according to § 613a BGB (German Civil Code)
- Restructuring and staff reduction
- Carrying out due diligence for company takeovers
- Merging and dissolution of locations and departments
- Accompaniment of corporate reorganizations and restructurings
- All processes within the framework of the operative HR life cycle
- Development of HR strategies in the context of the corporate strategy and thus inclusion of all core areas relevant to the company's success
- Future-oriented positioning of HR topics to maintain and optimize competitiveness
- Captain in troubled waters and accompaniment of companies in the change process
- Analysis and optimization of existing processes
- Development and optimization of structures and process standards with maximum flexibility
- Assertive negotiator with works councils, trade unions, collective bargaining partners and employers' associations, such as Ver.di, IG Metall and IG Chemie
- Experience in a wide range of collective bargaining constellations, such as chemicals, metal and TVöD
- Restructuring manager
- Elaboration and negotiation of company agreements, social plans and reconciliations of interests
- Development of guidelines and regulations, such as national and international company car guidelines, secondment guidelines, incl. cultural training, compensation and benefits guidelines, etc.
- Development of balanced scorecards (BSC)
- Establishment of HR Business Partner structure according to Dave Ulrich and the corresponding competence centers, respectively national and international HR Service Centers
- Introduction of HR software systems (HRIS)
- Introduction of flexible working time and shift models to increase employer branding
- Increasing employer attractiveness, e.g. through the introduction of a 360-degree feedback culture, training and development opportunities and a solid compensation & benefits structure
Sprachen
Deutsch
Muttersprache
Englisch
Verhandlungssicher
Französisch
Grundkenntnisse
Ausbildung
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LLM International Business Law · International Business Law
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MSc Human Resource Management and Development · Human Resource Management and Development
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