Peter Jüßen
Compensation & Benefits with a focus on occupational pension schemes
Experience
Compensation & Benefits with a focus on occupational pension schemes
- Quickly resolved incorrect occupational pension calculations in 2021 after a provider switch and restored system interfaces
- Trained the HR department on pension scheme expertise and implemented the BRSG
- Improved HR processes for pension schemes, considering a shared service center and a pension scheme general service provider
Support during social security audit
- Proper preparation of required documents from 4 different payroll service providers
- Analysis of potential risks and development of solutions
- Support for changes in HR processes
Factory HR manager leading the HR-IT and company pension conversion project
- Developed and implemented all measures, from short-time work to overtime, to manage the impact of COVID-19
- Tendered and converted the HR system to Loga within 6 months, including support for a social security audit
- Tendered a general service provider for occupational pensions and concluded a modern company agreement
- First structured implementation of performance evaluations
External HR department
- Handled all HR processes end to end
- Introduced an employee handbook as well as new employment contracts, code of conduct, and IT policy
- Designed a compensation structure
- Provided support on pay and disciplinary issues as well as topics like COVID-19 and home office
External HR department
- Handled all HR processes end to end
- Introduced flexible working hours and new pay guidelines
- Advised the supervisory board on executive compensation
- Mediated and coached to improve internal communication
- Strengthened leadership and collaboration
- Supported a transformation process
Compensation & Benefits with focus on harmonizing benefits after company integration
- Negotiation of the company pension scheme (transition from defined benefit to defined contribution, BRSG impacts) including employee communication
- First-time implementation of the new pension scheme in the payroll system, including management of interfaces
- Support for audits (annual financial statement, payroll tax, social security) and coordination of pension provisions
- Redesign of HR processes with external service providers, including tenders up to contract conclusion
Project support for Global Compensation & Benefits
- Project lead for recognition
- Collaborated on developing a job family concept
- Revised travel policy for global employees and executives
Analysis of HR operations with an outsourcing scenario
- Developed and conducted an employee survey to analyze HR operations since 2012
- Developed measures to improve the work environment
- Proposed optimizations for HR processes
- Analyzed turnover, absenteeism, compensation, and contracts
Sabbatical
- Planned career break for personal and professional reorientation
Analysis of company pension plan and potential balance sheet relief
- Presented specific options for designing the company pension plan for approx. 140 active members, 40 pending members, and 280 retirees
- Supported the management in argumentation and decision-making
- Presented possible alternative scenarios for compensation & benefits packages
Compensation & Benefits Manager / Vendor Management
- Optimization of the business partner model to strengthen the HR function
- Interface and data optimization after 5 years of dynamic role placements and several process changes (IT migration, centralization, payroll and pension outsourcing)
- Analysis of current case law on occupational pensions, development and implementation of solutions for about 400 affected individuals, including support in legal proceedings
- HR point of contact for auditors
- Support in the preparation and follow-up of joint ventures
Support for Wage Tax Audit and Clarification of Occupational Pensions
- Resolution of outstanding issues after a position vacancy
- Clarification of payment reversals in occupational pensions
- Preparation of the annual financial statements
Implementation of Global HR Requirements in Germany
- Point of contact for the head office in Belgium
- Support during a service provider change
- Processing of split payments for internationally assigned employees
Reduction of Occupational Pensions for Existing Employees
- Conversion from defined benefit to defined contribution for over 1,000 employees in 4 companies, resulting in at least a 25% future reduction in benefits for the employees
- Negotiation with 4 different works councils, including a conciliation committee, and achieving a unified outcome
- Reduction of costs by approx. 40%
Introduction of Occupational Pension Plans
- Development, coordination, negotiation, and implementation of a unified pension system for 4 German subsidiaries of a European group, each with its own works council
- Addition of previously uncovered components to an existing pension system for senior executives
- Design of a defined contribution system to replace the existing defined benefits system
HR process analysis, benchmarking and contract negotiations
- Recording current HR processes at four German subsidiaries of a European group
- Benchmarking various providers for payroll and personnel data management
- Definition of optimizations and transfer costs
- Conducting final contract negotiations with selected service providers
Consequences of business transfer and subsequent insolvency
- HR management for approx. 2,000 affected employees in two German companies in the context of a business transfer and subsequent insolvency
- Development and implementation of settlement solutions for employees
- Management of complex labor court cases including implementation of rulings and payroll accounting up to 5 years retroactively
- Support during wage tax and social security audits
Independent HR consultant
Independent HR consultant
- Taking over external HR departments
- Executing various projects on company pension schemes (implementation, modification, reduction)
- Multiple projects for outsourcing payroll and other HR functions (benchmarking, HR service provider tenders, interface and process optimization)
- Leading negotiations with works councils to find constructive solutions for complex and critical issues
- Analysis in Compensation & Benefits combining different approaches (including due diligence)
HR manager
Agfaphoto GmbH
HR manager from June 2005 in Windhagen
Responsible for negotiating social selection and implementing headcount reduction measures
Independently developed a transition plan from a three-shift to a two-shift system, concluding a works agreement and providing extensive employee communication
HR manager for Southern Germany from November 2004 in Munich
Established the HR department by integrating previously centralized administrative tasks and taking on operational and strategic responsibility
Implemented cost reduction measures (flexible working hours, short-time work, restructuring, plant closure)
Concluded new works agreements for variable compensation
Head of HR Policy / HR Officer for Management Support and HR Policy
Agfa-Gevaert AG
Head of HR Policy from March 2004 in Leverkusen
Outsourcing of HR services for international assignments
Responsible for developing new approaches in compensation policy, including negotiating and concluding company-wide agreements (Compensation & Benefits)
Contact person for the Economic Committee, Central Works Council and Central Employee Representation Committee
Support during the carve-out process of the Consumer Imaging business unit
HR Officer for Management Support and HR Policy (operational and strategic responsibility) from July 2001 in Leverkusen
Introduced the global 'International Assignment Guideline' for all transfers involving Germany
Implemented a global salary grading system in Germany and evaluated all German leadership positions
Lead negotiator for a new company-wide works agreement to introduce a global organizational and talent development system in Germany
Commercial Manager, Schools
Ursulinenkongregation Calvarienberg Ahrweiler e.V.
- Financial responsibility for 5 schools in 2 federal states at 4 locations
- Coordination and implementation of IT projects in financial accounting, payroll, and teaching
- Financial planning of major renovation measures
Head of HR - Production / Team Leader HR Administration / HR Marketing Consultant / HR Administrator
Agfa-Gevaert AG
Head of the Production HR department from July 1997 in Leverkusen
Responsible for about 1,700 employees at 4 locations
Developed and introduced new work-time models to react cost-neutrally to production fluctuations
Proactive workforce planning and implementation of reduction measures in close collaboration with the works council
Introduced a systematic pay development for junior staff
Team leader HR administration from July 1995
Integrated employee data as part of company acquisitions
Evaluated actual data and prepared projections for basic compensation decisions
HR marketing consultant from April 1991
Created and implemented an advertising and brochure concept
Developed and implemented a package of measures to present training opportunities
Designed and organized trade fair and university presentations, including participant training
Developed and supported integration programs for new employees
HR administrator from January 1988
Processed payroll for about 900 mostly shift-working production employees and overseas staff
Converted the payroll process to direct data entry and timely accounting of variable pay components
Project work to improve Agfa's position in the labor market
HR advisor in the sales HR department from August 1985
Managed about 400 employees, including managers in inside and field sales (Germany)
Carried out individual personnel actions
Created job descriptions and evaluations
Industries Experience
See where this freelancer has spent most of their professional time. Longer bars indicate deeper hands-on experience, while shorter ones reflect targeted or project-based work.
Experienced in Manufacturing (21 years), Professional Services (20 years), Chemical (2 years), and Education (2 years).
Business Areas Experience
The graph below provides a cumulative view of the freelancer's experience across multiple business areas, calculated from completed and active engagements. It highlights the areas where the freelancer has most frequently contributed to planning, execution, and delivery of business outcomes.
Experienced in Human Resources (40 years), Project Management (22 years), Finance (10.5 years), Legal (10.5 years), Procurement (4 years), and Accounting (2 years).
Summary
State-certified business assistant and industrial clerk.
Goal- and results-oriented HR manager with strong communication and leadership skills. Familiar with modern HR management in an international corporate group. Experienced in operational and strategic HR tasks and in supporting staff at all levels, from assistants to specialists and managers. Enjoy working with people and using related concepts and tools.
Skills
- Ms Word, Excel – Good User Skills
- Ms Powerpoint – Basic Knowledge
- Internet, Email – Good User Skills
- Sap R3 / Hr – Good User Skills
- Driver's License Class 3 (Own Car)
Languages
Education
Bayer AG
State-certified Business Assistant · Business Assistant · Leverkusen, Germany
Bayer AG
Industrial Clerk · Industrial Clerk · Leverkusen, Germany
General education schools
High school diploma
Certifications & licenses
Driver's license class 3
Profile
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