CHRO

• Leading an HR team of 14 - member of the executive team
• Implementing "work abroad" and "sabbaticals" program, new salary structure
• Responsible for all HR related strategy topics
• Development of new recruitment/employer branding iniatives

• Works Counsil negotiations
• Execution of Gobal HR intiatives through the local partners
• HR legal cases, all HR related topics

• Development of a talent development tool

• HR Strategies, restructuring USA subsidiaries
• Organizational development, performance management
• Partner & Coach for the management

• Development of the business division "Strategic Consulting"
• Strategic realignment

• Consulting and project management for IT roll-out HR tool
• Creating internal marketing initiatives
• Employer Branding: Developing an internal employee statisfaction survey

• Recruitment (all levels)
• Launching "Talent Development & Performance Management Program"
• HR responsibility, legal law, implemenation of new HR processes
• Search and implementation of a new applicant management system
• Coaching leadership team

• Coaching and consulting of executives
• Works counsil negotiation, works agreement
• Talent planning, talent development
• Evaluation of employee survey (2 times a year) and action list
• Internal talent selection
• Recruitment

• Responsibilty for the complete German HR/Recruitment team
• Searching for leadership candidates (interviewing, contracting)
• Personal planning, coordination with internal departments

• Responsible for the Quality Department as an HR Business Partner (350 employees incl. Manager) – workers council hearings, contracting, recruitment, legal issues)
• Developing of a social media concept
• Works Counsil negotiation, works agreement
• Developing of HR strategies
• Analysis and restructure of relocation processes

• Consulting for all legal law topics
• Coaching and consulting of leadership team
• Leadership trainings (personnel development)
• New personnel development program (implementing new processes)
• Support workers council founding, (negotiations, communications with workers council, court hearings)
• Evaluation of employee survey (2 times a year) and action list

• Recruitment and selection of new staff
• Support for operative HR topics

• Coordinator of all recruitment activities incl. contract management in Germany
• Development of an internal pension system
• Building up a small HR unit

Additional roles and responsibilities included:

Manager with procurement (from 07/2010):

• Responsibility for 3 team member
• Recruiting and selection of new staff
• Developing and implementation of new HR processes and projects (Applicant Marketing, Employer Branding, Social Media etc.)
• Contact person for executives to clearify all problems regarding legal law and/or contract law
• Strategic repositioning HR department

Additional Human Resources Manager / For Access KellyOCG GmbH in Cologne (from 03/2010):

• Responsibility for 2 team member
• Controlling and securing all HR processes
• Contact person for executives to clearify all problems regarding legal law and/or contract law

• Concept creation for integrating disabled people back into work
• Acquisition of cooperation partners

• Responsibility for 4 employees
• Recruiting of new staff (IT), client acquisition
• Selection of new staff
• Applicant coaching (feedback rounds), potential testing
• Preparation for assessment centers

• Head of secretary’s office
• Assisting activities