HR Project Manager Employer Branding & Recruiting Process Improvement

Integrated Healthcare Provider, (> 40,000 employees in Europe)

• Manage the roll-out of a new employer branding strategy at international level (PMO)
• Finalise EVP concept/toolbox in collaboration with the external agency and define initial implementation steps
• Develop channel strategy for communicating/addressing the defined target groups both externally and internally
• Map recruitment (TA) processes and define a state-of-the-art standard, taking into account digital possibilities; identify optimisation potential of a procedural and organisational nature with the country organisations (task force/project team)
• Specialist contact and needs-based advice for HR on the topic of employer branding

Renewable Energy, (HZI AG > 1,700 employees worldwide)

• Establishment and expansion of the European Service organisation
• Support and advise the departments regarding the recruiting strategy
• Contact person for applicants, interested parties and specialist departments

IT Consulting (NTT > 300,000 employees worldwide)

• Germany-wide responsibility for operational and strategic topics in the area of sourcing, recruiting and onboarding
• Disciplinary and professional management of the recruiting team and the employees of the recruiting department in Germany
• Control, quality assurance and further development of the recruiting channels and optimisation of the recruiting process
• Definition and design of governance (guidelines, quality assurance and key figures) in D-A-CH
• Sustainable cooperation with the Recruitment Process Outsourcing (RPO) service provider
• Overarching cooperation and consultation of the HR Business Partners and Hiring Managers
• Support in university marketing & employer branding
• Representation of issues to top management

Automotive, 73,000 Staff members worldwide

• Create resourcing strategies to attract and hire the very best SAP talent
• Work with function Leads and Heads of HR to build strategic resourcing plans and forecasts.
• Deliver the 'employer value proposition' (EVP) through external and internal promotion of the company as a place to work.
• Direct sourcing, headhunting, competitor mapping and networking, ensuring talent is identified and pooled for existing and future requirements.

Automotive, 80,000 Staff members worldwide

• Provided end-to-end management of the recruitment process and ensured it alignment with the operational framework.
• Evaluated recruitment procedures across the organisation and developed comprehensive programs that supported quality standards in recruitment for the organization.

Semiconductors & Electronic Components, 11,000 Staff members worldwide

• Delivered outstanding results for the Semiconductors and Electronic component organisations with over 20,000 staff members worldwide; worked in coordination with key executives to gather information and design/integrate talent acquisition strategies with focus on filling Day-1 positions.
• Led daily direction with full accountability for full life cycle recruitment of highly qualified professionals needed to meet critical demands; utilized sourcing, social media platforms, staffing firms, and global talent firms.
• Facilitated Global Recruiting Project Management which resulted in staffing of >600 positions in 15 months.
• Successfully developed internal recruitment team to prepare interview processes, set expectations, screen and qualify candidates and developed strategies to deliver high calibre talent.
• Created and integrated Key Performance Indicators (KPIs) with consistent evaluation of talent acquisition activities to identify areas of opportunity, address gaps, and ensure metrics and KPIs were achieved.

Internet & Online Media, 1000 Staff members worldwide

• Developed and initiated strategic recruitment processes for the Internet and Online Media organization with over 1000 staff members worldwide.
• Delivered outstanding results and effectively increased the pool of candidates utilizing experience and intensive screening processes which resulted in high visibility to the positions and company. Successfully re-staff the Sales Organization.
• Assessed skill levels of prospective candidates, gathered information on work history, training, education, and skills and held responsibility to hire qualified candidates.
• Created and implemented requirement profiles, worked in collaboration with hiring managers, and selected appropriate recruitment channels; networks, social media platforms, databases, and head hunting institutions.

Transportation/Trucking/Railroad, 10,000 Staff members worldwide

• Provided end-to-end management of recruiting processes that aligned with the operational framework and ensured completion to the agreed upon quality standard.
• Recruited through direct sourcing and networking on LinkedIn and multiple job boards which resulted in staffing over 20 hard-to-fill mechatronic positions.
• Delivered recommendations on offers, completed Job Offer Approval processes and presented offers to candidates once offer was approved.

Aerospace Industry, 100,000 Staff members worldwide

• Focus was on ensuring short and mid-term availability of relevant candidates against the need of Airbus divisions across Europe and on global projects. Directly reported to the Head of Airbus Recruitment Center and directed daily oversight of 8 direct reports, 40 indirect reports, and 15 reports within sub-contracted agencies.
• Successfully delivered relevant candidates against job specification for ARC clients across divisions and countries based on KPIs and budget constraints.
• Held accountable for pro-active and re-active sourcing measures which included he implementation of the candidate database and application of lean methodologies in sourcing operations.
• Continuously optimised the sourcing process against the benchmark.

Networking Solutions & Services, 4000 Staff members worldwide

• Worked strategically with hiring managers with focus on sourcing, screening, and qualifying candidates to specifications; conducted global sourcing activities and executed a sourcing strategy that generated a flow of qualified candidates for high-priority open positions and prospect pipeline to meet all future candidate needs.
• Utilised diverse pipelining methods including networking, referrals, internal database searches, organisational affiliations, online searches, Internet postings, job/career fairs, user/technical groups, cold calling, internet mining, and database management.
• Continually provided HR employment support in regards to staffing processes and procedures.

Recruitment Consultancy Delivering Direct & Executive Search, Interim & Project Recruitment Management & RPO

• Oversee daily direction of the Recruitment Consultancy organization; serve as lead consultant providing clients with expert recommendations in regards to best practice Recruitment, Talent Acquisition, Direct & Executive Search, and Interim and Project Recruitment Management. Specialized in Employer Branding, Headhunting, Recruitment Process Outsourcing (RPO)/onsite/in-house recruitment and interim recruitment management.
• Spearhead analysis, develop programs, and direct the searching of IT and Engineering candidates across diverse industries including semiconductor, automotive, transport, aerospace, power generation, and renewable energy.
• Collaborate with key stakeholders to understand job duties, responsibilities, staffing needs, and requirements; utilize broad scope of industry knowledge to conceptualize and develop recruiting networks, effective advertising, and media campaigns for candidate sourcing.
• Direct daily operations and proactively stay current on competitive pricing, products, and services to effectively identify areas of opportunity to promote long-term business and client portfolio growth.
• Consistently develop marketing and consultancy strategies to increase growth goals and capture market share.

German-based Management Consultancy, 100+ Staff members

• Conducted Human Resource management with responsibility for turnover and results at own profit centre, directly developed three employees for areas of recruitment/direct searching with focus on information technology and sector-specific professional and financial services.
• Directed HR change management in context with the post-merger integration of leading IT service provider to the financial sector.

Global Language Consultancy, 1000+ Staff members

• Delivered outstanding results as General Manager of the institute; conducted commercial, personnel, pedagogical and administrative management which included recruitment, employee relations, and oversaw compensation and benefits.
• Successfully turned around the institute by developing strong portfolio of customers, strengthened customer relationships and conducted skilled negotiations at the executive level.
• Represented organisation at educational and personnel trade fairs and national events.