Director People & Progress / Transformation Manager

• Strategic shift with implications for infrastructure and organization
• Planned expansion of staff by 100+ (status behind schedule)
• Planning and management of the transformation, including leading works council negotiations
• Taking responsibility for all HR activities as a foundation for success
• Managing tasks in a dual role at the start with 3 employees
• Developing the HR strategy along with guidelines
• Developing an operational, prioritized action plan
• Building and qualifying the People team
• Developing and implementing leadership development as well as re- and upskilling of employees
• Optimizing and digitizing the HR process landscape
• Implementing a travel expense and expense management tool
• Successfully building up the employee base including onboarding (100+ employees)
• Establishing a qualified and motivated People team
• Introducing a new HR tool (Personio)
• Implementing a travel expense and expense management tool (Lanes & Planes)
• Ensuring the foundation for the successful transformation of the company
• Selecting and onboarding the Director People & Progress in a permanent position
• Handover of a highly motivated, successful team
• Through the joint effort of the entire team, the strategic change was successfully implemented. The foundation for further growth and future development of the company has been laid.

• Advising the executive management and the management level
• Mix of strategic and operational tasks
• Filling positions (levels V-1 to V-3)
• HR administration (SAP, Workday)
• Assisting in optimizing various HR processes
• Active sourcing
• Daily business
• Successful and swift filling of, among others, an executive management position in finance
• Fast and efficient execution of all tasks
• Good advice to management during decision-making processes
• My diverse experience helped me integrate immediately into both the company culture and processes. With tact, I succeeded in contributing to the optimization of HR instruments.

• Taking over the execution of a redundancy program with double voluntary participation
• Handling strategic tasks
• Supporting the team in daily operations
• Creating various concepts
• Conducting employee interviews as part of the voluntary program
• Collaborating with the works council
• Drafting contracts
• System maintenance (SAP, SuccessFactors)
• Successful implementation of the voluntary program
• Efficient support of the team
• Solution-oriented advice to managers
• My quick understanding of the industry and the company’s specific needs contributed to a high value-add through the delivered concepts. The professional execution of the voluntary program and competent support of the team were highly appreciated.

• Developing a performance-based compensation system in the call center area
• Handling an arbitration process with the works council
• Restoring a trustful collaboration with the works council
• Sub-project leadership for the introduction of SuccessFactors in seven group companies
• Supporting the implementation of a new compensation system
• Assisting with the second phase of a merger
• HR Business Partner for Finance and Marketing
• Developing and negotiating the performance-based compensation system involving the works council
• Advising managers during the introduction of the WTW compensation system
• Initiating a round table in an arbitration process followed by a company works agreement
• Negotiating a framework agreement plus annexes for about 100 IT systems (system harmonization in the merger)
• Project planning, management and execution for the introduction of Employee Central and Time & Attendance for seven group companies
• Administrative support during the merger
• Advising CFO and CMO as well as second-level management
• Efficient support of the team
• Restoring a trustful collaboration with the works council at eye level
• Solution-oriented advice to managers
• Due to my flexibility, expertise and communication skills, I was quickly given additional tasks and the mandate was extended twice.

• Taking over recruiting as an external service provider for various subsidiaries
• Taking on the responsible HR role of a subsidiary (sick leave cover)
• Filling various positions as headhunter
• Developing the recruiting strategy and operationalizing it
• Conducting various recruiting campaigns
• Short-term takeover of all operational HR tasks
• Successful filling of open positions
• Smooth support of both managers and employees during the sick leave cover
• Due to my deep understanding of the needs of the supported subsidiaries, I was entrusted with HR responsibilities during the sick leave cover. I leveraged my flexibility and excellent technical and methodological expertise to ensure seamless operations together with headquarters.

• Quickly filling open positions across departments
• Leading an insourcing project (filling 60 positions in three months)
• Creating job postings
• Developing campaigns and accompanying acquisition measures
• Leading and conducting individual assessment centers (managers)
• Conducting interviews
• Advising managers on selection
• Conducting contract negotiations
• Contact person for the works council
• Successful and rapid filling of positions
• Due to my excellent performance, the business unit engaged me after the mandate for an insourcing project with HR. Thanks to my fast and reliable work, I managed to fill all positions up to contract conclusion.

• Disciplinary leadership responsibility
• Business plan responsibility
• Developing and implementing the HR strategy
• Supporting reorganizations (matrix structure, business transfers)
• Advising management on all HR topics
• Employer branding / employer brand building
• Recruiting
• Talent development including training design and delivery
• Coaching
• Compensation & benefits
• Contract management, labor law
• Managing and quality-assuring all HR processes

Responsibility and management of finance and HR

Development and implementation of the CBS Magalog