Ute Niepmann - Interim HR Business Partner and Change Communication Manager - Post Merger Integration

Wuppertal, Germany

Experience

Apr 2023 - Dec 2024

1 year 9 months

Interim HR Business Partner and Change Communication Manager - Post Merger Integration

Medical Technology Company

HR consulting and support for executives and managers in organizational design, restructuring (including layoffs), talent management, succession planning, performance management, learning and development, and change management
Advising on defining the new organizational structure of the German sales organization after post-merger integration
Supporting staff reductions due to task transfers to a shared services center
Designing and building digital employer branding activities
Defining the change approach using PROSCI for the integration activities of the acquired company's German sales organization
Conducting stakeholder and audience analyses and assessing the impact of changes
Designing the communication approach, developing and maintaining the communication plan, creating communication materials, and executing communication activities
Building and supporting a network of leaders as change agents
Training and coaching leaders on all change-related topics
Delivering a five-part training over four months "Change and Communication for Leaders"
Overseeing training activities to prepare employees for new IT systems and ways of working
Building close relationships with stakeholders such as the executive board, the German sales leadership team, the global parent company HR, and the integration team of the new parent company

Mar 2022 - Dec 2022

10 months

Interim HR Business Partner for Sales & Marketing

German Financial Services Company

Advising sales and marketing leaders on all relevant HR activities across the employee lifecycle
Supporting the optimization and implementation of new or updated HR processes
Working closely with the works council
Leading projects such as rolling out a new bonus structure (sales & non-sales), conducting reliability checks for financial service providers, setting up the process for creating and publishing job descriptions, and harmonizing home office guidelines and agreements

Dec 2020 - Nov 2021

1 year

Interim HR Business Partner for Sales & Marketing

Global HealthCare Company

Designing and promoting the talent strategy to improve business results through coaching, talent management, organizational design, change management, and close partnership with the business
Building strong relationships with leaders and HR colleagues across the country, region, and globally
Providing HR advice to leaders (director level and above) in organizational design, talent management, succession planning, career management, performance management, and workforce planning
Participating in and leading projects such as flexible work models, task force on works council agreements and internal policies, mental health risk assessment, emerging leaders sponsorship program, and career leveling to make career paths more flexible
Working closely with the local works council
Using Workday

Jul 2019 - Jul 2020

1 year 1 month

Change Lead

Global HealthCare Company

Defining the change approach for a nationwide Time & Attendance project (time management and tracking) using PROSCI
Conducting stakeholder and audience analyses and assessing the impact of changes
Building and managing a network of change agents across all areas and locations, with up to 70 members
Designing new processes for time management and tracking and a SAP solution for more than 2,000 employees (blue and white collar)
Designing the communication approach, developing and maintaining the communication plan, creating communication materials, and carrying out communication activities
Developing the training concept and plan, creating training materials and job aids, and delivering on-site and virtual training and Q&A sessions for over 2,000 employees
Designing and implementing targeted change measures for leaders
Participating in works council negotiations
Building close relationships with stakeholders such as managing directors, leaders, business change agents, HR and payroll colleagues, works council members, representatives for employees with severe disabilities, and the project team

Jan 2019 - Jun 2019

6 months

Interim HR Business Partner

Global HealthCare Company

Building strong relationships with leaders, works council members, and HR colleagues across the country, region, and globally
Fostering a strong culture and improving buy-in for the global HR strategy through coaching and partnership with leaders
Negotiating with the works council on the "Marketing Excellence" initiative and the training program
Supporting leaders in performance management processes
Defining and developing organizational capabilities
Designing and implementing the process for defining critical roles, succession planning, and building talent pools
Reviewing the compensation situation in Germany and developing a new proposal
Updating and rolling out the local time tracking solution
Working closely with the local works council
Using Workday

Feb 2017 - Jun 2018

1 year 5 months

HR Program Manager

Undisclosed Company

Built, coordinated and managed the entire program for four client areas with six workstreams in the HR model according to Professor David Ulrich for 3,000 employees over two years
Planned and controlled the program, managed risks and engaged all stakeholders
Managed and standardized the recruitment process from planning to onboarding, including working with the works council and representatives for severely disabled employees
Identified and implemented process improvements to speed up recruitment and reduce "time to hire", and to improve collaboration between client businesses and central HR departments
Improved involvement of managers in the recruitment process and set up Lead Hiring Managers as a link between HR and the business
Tested and implemented new recruitment methods
Introduced and optimized a standardized weekly reporting
Created communication materials and presentations for the executive board and supervisory board

Aug 2015 - Jan 2017

1 year 6 months

HR Program Manager

Undisclosed Energy Company

Coordinated and managed the program to implement a duplicated HR-IT landscape with four streams: SAP Core (Payroll and Master Data Management), SAP EIC, HR Portal and HR.Online (Self Services), SuccessFactors Recruiting, Learning and Talent Management
Led the project for splitting the SuccessFactors Talent Management Suite up to go-live as part of the carve-out of an international energy group
Developed a blueprint, selected the implementation partner, decided on the approach for the second instance, and oversaw the technical implementation

Jun 2014 - Jul 2015

1 year 2 months

HR Business Program Manager Integration

Undisclosed Energy Company

Collaborated across programs with all HR functions to build an international HR Shared Service Center (Recruiting, Learning, Executive & Talent Services, Controlling & Analytics, Master Data Management)
Planned and controlled the program, managed risks and engaged all stakeholders
Identified and documented requirements for additional supporting technologies

Apr 2013 - May 2014

1 year 2 months

Change Manager

Media Company

Designed and implemented a new organizational structure for an organically grown company in coordination with senior management
Developed and rolled out performance and talent management processes
Created and implemented a compensation and benefits system
Coached newly appointed managers
Recruited a new HR manager

Nov 2012 - Mar 2013

5 months

Project and Change Manager

Global Diagnostics Company

Designed and implemented a new organizational structure for the European sales and service division
Developed job descriptions
Supported and trained on hiring and selection processes
Developed and introduced new sales and service processes
Created communication materials

Mar 2012 - Oct 2012

8 months

Change Manager

Aluminium Processor

Definition of the change approach for the rollout of a new ERP system in Europe, China and the USA
Conducting stakeholder and audience analyses and evaluating the impact of the changes
Designing the communication approach, developing and maintaining the communication plan and materials
Developing the training concept and plan, creating training materials and job aids, and delivering training sessions