BOARD ADVISORY EXPERIENCE
 

• Repeatedly designed and successfully implemented people strategies (concept, approvals, execution) across various industries.
   

• 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 TECHNOLOGY EXPERIENCE
 

• 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.
   

• 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.
   

• 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).
  
   

COMPENSATION & BENEFITS
 

• 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 OPERATIONS
 

• 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 ADMINISTRATION
 

• 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.