HR Project Manager 127166

Overview

Relevant Expertise: Project Lead, Change Management, Stakeholder Management, Communication, Process Development, Agile, Digitalization, Pharma

HR Specialist with over 10 years of experience, including 8 years in leadership positions. He combines operational relief with sustainable approaches and has extensive experience in implementing HR structures
He is recognized for his solution-oriented and empathetic communication style, effectively engaging stakeholders and inspiring them in HR projects
As a founder and managing director, he has developed a digital mentor for executives, leading general management, talent management, and corporate development
An experienced Change Management Project Leader, he has successfully implemented BMS and digitalization processes, introducing both external and internal HR systems

2 0 2 4 – 2 0 2 5

Project-Lead Shared Service Center

Leadership of the SSC team with a focus on structure and change management
Further development of team and process structures to increase efficiency
Operational contact for the HR team and close collaboration with relevant stakeholders
Introduction and optimization of digital processes for the automation of HR services
Implementation of SAP and digital processes

2 0 2 4 – 2 0 2 5

Teamlead People-Project Team

Leadership of the project-internal People team with technical guidance
Operational responsibility for the procurement and administration of project staff
Control and optimization of recruiting and onboarding processes
Process digitization to increase efficiency in personnel management
Continuous improvement process (CIP) to optimize processes
Interface between HR, project management, and other stakeholders

2 0 2 3 – 2 0 2 4

Change Management Project Lead

Leadership of the implementation of BMS and digitization processes
Design and implementation of pilot projects to test and scale changes
Internal and external interface function, especially in collaboration with employee representatives
Introduction of b-ite in consultation with relevant stakeholders and adaptation to company needs
Communication with the software provider and internal stakeholders (e.g. works council)
Focus on employee training and go-live support to ensure a successful system rollout

2 0 2 2 – 2 0 2 3

SME Talent Management

Accompanying the retransformation of the German finance department to optimize processes and structures
Recruiting responsibility for the acquisition and integration of talents in the finance sector
Change management to support the transformation and ensure successful adaptation of teams to new processes and structures

2 0 2 2 – 2 0 2 3

Specialist Talent Management

Design and implementation of an International Assignment Program, including needs assessment and goal setting
Development of a communication strategy for the introduction of the program
Establishment of a training platform to support employees in international assignments
Monitoring the successful introduction and continuous optimization of the program

2 0 2 2

HR Project Lead

Introduction of personnel processes to optimize the HR function
Introduction of Workday and responsibility for successful implementation
Co-responsible for the Workday implementation, including the definition of requirements and process design
Ensuring the use of Workday by executives and continuous support throughout the implementation process

2 0 2 2

Project Lead Talent Management

Transformation of the HR and recruiting department to increase efficiency and optimize personnel processes
Project management and process handling in the implementation of new HR systems and recruiting strategies
Development and introduction of processes for talent acquisition and employee retention
Consulting and support for executives and employees in all personnel-related matters
Development and implementation of personnel strategies in line with company goals
Organizational consulting and support in the implementation of change management processes

2 0 2 1 – 2 0 2 1

Teamlead HR Operations

Team leadership of a central administration with a focus on team and process development
Responsible for the operational business and the corporate headquarters in all HR matters
Structuring of HR and business processes during the company's expansion
Employee development and leadership to promote a high-performing and engaged team
Responsibility for over 25 locations nationwide and 250 employees, including ensuring efficient processes and a positive corporate culture

2 0 2 0 – 2 0 2 1

Founder and Managing Director

Idea, conception, and realization of a digital mentor for executives to support leadership development
Management and responsibility for talent management, product, and business development
Development of proprietary software for talent management as part of the project, as the responsible project manager
Exit: Sold shares after successful go-to-market phase and successful positioning of the product in the market