top of page
Screenshot 2024-10-17 at 15.48.44.png

EXECUTIVE LEADERSHIP. TRANSFORMATION. PEOPLE. ORGANIZATION.

│ DIGITAL TRANSFORMATION │ PEOPLE STRATEGY │ LEADERSHIP │ SYSTEMIC ORGANIZATIONAL DEVELOPMENT │ FUTURE-READY CULTURE

Marquardt, Darka_2.png

Even though we are primarily interested in the future,
it is important to see where it can come from. 

On this page you will learn more about the publications, campaigns, projects,
and experiences that have shaped my professional path.

At the bottom of the page, you will also find visual insights that bring these milestones to life through images.

It is comprehensive - I warn you! 😀 But exciting!

My publicationsA few quick references

More written references upon request.

CV & Exec Track Record

BOARD ADVISORY

Repeatedly designed taylor-made people strategies (concept, approvals, execution) across various industries and got them approved. Gathered facts and prepared decision-making materials (e.g., use cases, feasibility studies, due diligence) to support approvals for major investments, such as HR digitalization initiatives. Prepared decision-making frameworks for People Management topics, including discussions and decision-making processes. Conducted analyses and interpretations as required (e.g., KPIs, ROI, people analytics). Presented People Management solution approaches in all business situations (growth, restructuring, workforce reduction). Contributed to investor pitches (e.g., positioning of the HR contribution, management evaluation).

HR STRATEGY

HR strategy development and implementation in global environments (including IT, manufacturing, and automotive industries). Strategic workforce planning (from highly complex to highly simplified approaches). Various restructuring projects (rightsizing, demographic projects, etc.). Post-merger integration (e.g., job mapping, ensuring business continuity, and cultural leadership during acquisitions).

HR IT

Delivered various digitalization projects using best-of-suite solutions such as Workday and SAP SuccessFactors, including extensive hands-on experience in testing strategy and execution, go-live management, data management challenges, and interface projects between cost center structures and organizational hierarchies. Conducted HR IT health checks and HR technology landscape analyses across 15 countries. Developed an HR IT strategy for a multi-million investment decision and led the subsequent implementation. Extensive experience with the best-of-breed provider Personio.

PEOPLE & CULTURE

Repeatedly positioned employer brands through EVP development, employer branding strategies, and implementation of related campaigns, including personal contribution. Actively contributed to corporate culture and cultural change through authentic, confident, and audience-oriented communication with employees and stakeholders. Successfully led virtual and global teams across different time zones, expectations, and starting conditions. Designed and implemented multiple leadership and management development journeys, including memorable events and experiences. Following the principle of challenge and support, designed and implemented Rising Stars programs and other innovative initiatives (e.g., Flying Apprentice Program, HR Manager Factory Week, internal HR podcast). Developed innovative contributions to occupational health management and employee wellbeing (e.g., online workouts, Fit & Fun initiatives, supplementary insurance, wellbeing benefits).

TALENT MANAGEMENT

Established a fast-track program and career path for specialist talent to address skills shortages. Implemented skills and competency management using Workday to identify and leverage internal talent potential. Introduced talent management concepts twice, including career paths and succession planning, tailored to business needs rather than applying a one-size-fits-all approach. Enabled international assignments contractually and operationally (including China and Russia). Designed and introduced two self-sustaining mentoring programs. Designed academies and learning platforms for both employees and customers (product training).

HR ANALYTICS

Workforce controlling and reporting as part of regular leadership responsibilities. Workforce planning and budgeting as part of regular leadership responsibilities. Designed HR KPIs and HR dashboards for various business requirements (organizational needs, investor requirements).

COMP & BEN

Redesigned compensation structures for management and sales functions (twice). Conducted compensation analyses to identify optimization opportunities and subsequently led co-determination processes. Introduced new compensation policies, including annual salary review frameworks and decision matrices (twice).

RECRUITING

Executive and top management hiring in national and global environments. Designed recruiting engines with aligned structures and processes across all levels to achieve desired recruiting outcomes. Supported business growth through additional recruiting measures, initiatives, and campaigns.

HR OPS

Developed and implemented a global HR and HR governance model to align international teams. HR compliance, employment law, and works council relations, including the development and negotiation of dozens of works agreements. Payroll outsourcing (BPO Payroll): once globally, once nationally, and two payroll handbook set-ups (contingency planning and risk mitigation).

HR ADMIN

Adapted contractual frameworks in national and international environments (contract consistency, compensation structures, employee-of-record models, international benefits, compliance obligations, overtime regulations, company car policies, severance arrangements, exit terms, non-compete clauses, confidentiality provisions, tax-related topics, etc.). Successfully guided innovative job descriptions through audit processes (twice). Designed and implemented an ESOP scheme.

Strategic core projects

Click here

  1. Driving growth
    (industry, manufacturing, IT)

​

  1. Restructuring and rightsizing initiatives (mechanical engineering)
     

  2. International expansion
    (manufacturing, automotive, IT)

Digital transformation

click here

  1. Global implementation of HR IT

    (Best-of-Suite Workday) in manufacturing company
     

  2. International implementation of HR IT

    (Best-of-Suite SAP successfactors) in manufacturing company
     

  3. Implementation of new HR modules (Personio) in the automotive and sales environment
     

  4. Integration project: Interfaces between SAP HCM and Workday in production
     

  5. Health-check analysis and redesign of the HR IT landscape in production

Performance projects

click here

  1. Sales Excellence Program
    (manufacturing)
     

  2. Fast-track talent program in production
     

  3. Establishment of corporate academies in production
     

  4. Introduction of skill and competence management systems in the consulting environment
     

  5. Global HR transformation programs, including HR Business Partner (HRBP) models

HR FUNDAMENTALS
 

click here

  1. Global payroll outsourcing in manufacturing
     

  2. National BPO payroll outsourcing in mechanical engineering
     

  3. Preparation for the Pay Transparency Act (EntgTG) in sales and mechanical engineering
     

  4. Introduction of job grading systems in production
     

  5. Development of compensation models and salary benchmarking in production and mechanical engineering
     

  6. Design of ESOP (Employee Stock Ownership Plan) models in the automotive sector
     

  7. International payroll and contract management in the automotive sector
     

  8. HR compliance and background screening in production
     

  9. Global HR governance in manufacturing,
    mechanical engineering and automotive
     

  10. Collective bargaining and labor relations in production
     

  11. Company agreements in consulting, production, mechanical engineering and sales
     

  12. HR basics: Job families, HR structures and job descriptions (including public sector/German Armed Forces, production, automotive, sales)

People & Culture

click here

  1. Benefits and wellbeing programs in production, sales and automotive
     

  2. Rising Star talent programs in the automotive sector
     

  3. Leadership and management development programs in IT, mechanical engineering, production and automotive
     

  4. Strategic talent management in production and sales
     

  5. International recruitment for top management positions
     

  6. Large-scale recruiting campaigns in production, mechanical engineering and sales
     

  7. Development and positioning of employer branding strategies in production, mechanical engineering, sales and automotive.

Consulting

click here

  1. Development of working models (ways of working), vision and mission in consulting, production, mechanical engineering and sales
     

  2. Brand positioning: "Brand within a Brand" strategy in the automotive sector
     

  3. Merging departments (aerospace)

AHEAD OF TIMES.
FRACTIONAL LEADERSHIP.

GO2 Top
bottom of page