Director People & Progress / Transformation Manager

• Support for two reorganizations (July 24 - April 25)
• Development of international workforce planning (Global Supply Chain Jan – Mar 25)
• Support of a voluntary program followed by reorganization (May – Sept 25)
• Coaching of People & Culture colleagues during the consultations
• Operational support
• Development of automated process support for reorganizations
• Optimization of the reorganization process
• HR controlling / provision for restructuring costs
• Advising employees transitioning into early retirement (58+)
• Business mediation

Actions

• Budget planning and control in coordination with Finance
• Creation of action and project plan Results
• Automated reporting to relevant stakeholders
• Saved working time and improved quality

• Project management of a transformation affecting 1,200 employees
• Filling internal and external positions (levels V-1 to V-4)
• Advising employees transitioning to early retirement (58+)
• Business mediation
• Creating the project plan and managing actions
• Taking on operational tasks
• Designing and delivering internal candidate training
• Active sourcing (external)
• Designing targeted recruiting campaigns
• Point of contact for the works council at all transformation stages
• Successfully and quickly filling 120+ positions (internal/external)
• Resolving various conflicts (manager/employee, employee/employee)
• Conducting separation interviews and handling difficult cases
• My strong methodological skills were very helpful in finding sustainable solutions to long-standing issues. My hands-on mentality and high solution focus were key to the quick and successful execution of the overall project through all its peak phases.

• Supporting restructuring measures as part of a merger
• Point of contact for external service providers and project colleagues
• Sick leave cover for HR leadership during a critical project phase
• Need to make quick decisions due to a tight timeline
• Managing a high workload
• Immediate productivity
• Supporting works council negotiations
• Preparing mass layoff notifications
• Establishing a transfer company
• Preparing and delivering terminations, termination offers, and employment contracts with the transfer company
• Accompanying employee communication
• Day-to-day HR support
• Data maintenance in Personio
• Ensuring payroll processing (preparing payroll)
• Successful implementation of all measures within the planned schedule
• Effective and efficient support of executive management
• Very good collaboration with the works council
• Trustworthy contact person for employees
• Making quick decisions combined with execution excellence formed the basis for timely project completion. My ability to quickly adapt to new environments and industries ensured I was operational as soon as possible. This allowed me to support the executive management from day one and share my experience in advisory tasks.

• Project management of two transformations (1,800 and 400 affected employees)
• Supporting the HR transformation (the entire team was undergoing change)
• Leading and executing a downsizing program with double voluntariness
• Resolving 'difficult' employee cases
• Supporting a build-up program
• Switching between different areas and their project requirements
• Creating the project plan and managing actions
• Designing and conducting applicant training (internal)
• Active sourcing (external)
• Designing target group-specific recruiting campaigns
• Acting as the contact person for the works council across various projects
• Successfully and swiftly filling 120+ positions (internal/external)
• Resolving various conflicts (manager/employee, employee/employee)
• Conducting separation interviews
• My strong methodological skills were very helpful in finding sustainable solutions even for long-standing 'problem cases'. My hands-on mentality and strong focus on solutions were the key to quickly and successfully implementing the overall project through all its peak phases.

• Taking on the leadership role while my predecessor was still part of the team
• Developing the HR strategy and guidelines
• Training team members
• Optimizing HR processes
• Supporting an M&A process (due diligence)
• Revising the compensation model
• Revising employment contracts
• Revising the performance model
• Advising executive management and the second management level
• Acting as the contact person for labor law questions
• Providing operational support to the team
• Recruiting a new HR director
• Successful sale of the company
• Supporting the integration
• Transferring the qualified team and optimized processes to the permanent director
• I quickly familiarized myself with the international IT environment and the high security standards of the banking sector. The variety of topics (M&A, due diligence, strategic tasks, leadership, operational tasks) motivated me to deliver my best performance.

• Project management of a reorganization project (area with 200 employees)
• Creation of the project plan with milestones
• Managing internal communication
• Developing the reporting structure
• Setting up the project team
• Defining work packages
• Designing, organizing and leading the kick-off meeting
• Conducting workshops
• Successful project completion
• Although I was surrounded by consultants, I was able to leverage my methodological and technical expertise to deliver the reorganization project with high quality

• Interim management (HR Director, HR Business Partner, HR Project Manager)
• Development and operationalization of HR strategies
• Development and implementation of HR tools
• Optimization of HR processes
• Support in M&A and due diligence processes
• Support in reorganizations and business transfers
• Project and change management
• Direct search / active sourcing
• Designing and conducting individual assessments (senior management level)
• Coaching: middle and top management
• Contact person for employee representation / negotiation lead
• Business mediator
• Trainer
• Career coach

• Disciplinary leadership responsibility
• Business plan responsibility
• Support in reorganizations (due diligence / integration)
• Responsibility for the HRM area
• Employer branding
• Recruitment
• Workforce planning / controlling
• Talent development incl. training design and delivery
• Compensation & benefits
• Operational employee support
• Reporting / Sarbanes-Oxley
• Quality management
• ISO 9001 certification

Responsible for finance & marketing

Development and publication of a regional lifestyle magazine