About me - Thorsten Hauf

Motivation & Goal

I am motivated by the challenge of positioning HR as an effective partner to the business—particularly during periods of change, growth, or increased complexity. Where rapid orientation, clear decision-making, and strong execution are required, I take ownership. My objective is to design HR structures and processes in a way that provides measurable support to the organization: pragmatic in execution, clear in governance, and sustainable for the future. In doing so, I align business requirements with a professional and respectful approach to the people within the organization.

Attitude & Working Method

My work is characterized by clarity, reliability, and a strong focus on implementation. I believe in HR as a true business enabler – not an end in itself. Decisions must be transparent, processes lean, and people taken seriously. Implementation is carried out professional, pragmatically, with passion, and hands-on.

International & Intercultural competence

I regularly work in international contexts and am familiar with different work, management and corporate cultures – from global corporate structures to medium-sized organizations.

Excerpt from previous projects

Interim HR Director

International Pharmaceutical Company

To bridge the vacancy of the HR Director role, the position was filled on an interim basis during a critical growth phase of the company, which operates in several European countries.


Responsibilities included, among others:


  • HR sparring partner to the executive board
  • Further development and implementation of the HR strategy
  • Professional establishment and expansion of the HR organizational structure, including HR Business Partners, Recruiting, HR Controlling, and HR Operations
  • Implementation of an HR KPI dashboard
  • Rollout of a pension plan
  • Introduction of a job architecture

Interim Head of HR DACH

International Medical Technology Manufacturer

To restructure the sales organization, the HR management of the DACH sales organization was taken over on an interim basis.


Responsibilities included, among others:


  • HR‑led management of the reorganization
  • Conducting negotiations with the works council
  • Regional support for the transition of HR processes into a shared service center
  • Regional implementation of the global HR strategy, processes, policies, and activities
  • Leadership of the HR team for the DACH region

Interim Global HR BP

International Automotive Supplier

Due to an upcoming restructuring of the HR organization, the role of Global HR BP for technology development has been filled on an interim basis.


Responsibilities included, among others:


  • HR sparring partner for the CTO and the international management team
  • Carve‑in of acquired startups
  • Divisional implementation of the global HR strategy, processes, policies, and activities
  • Personnel cost and headcount planning
  • End‑to‑end recruiting for key positions

Interim Country HR BP

IT Organization / Global Insurance Group

To bridge the vacancy and support a global transformation, the role was filled on an interim basis.


Responsibilities included, among others:


  • HR advisory support to the management team on all people‑related matters
  • Change agent for implementing the global transformation within the German organization
  • Negotiations with and support of the works councilCoordination of HR‑related internal communications
  • Advising the crisis management team during the pandemic


Interim Head of People Excellence

International Paper Manufacturer

Due to a realignment of the People & Culture Organisation, this position was filled on an interim basis.


Responsibilities included, among others:


  • Leading an international team (HR IT / Analytics)
  • Optimization of existing HR IT processes
  • Digitalization of further HR processes
  • Optimizing HR Reporting
  • Implementation of AI tools in Oracle

Interim Senior HR BP

Global Pharmaceutical Company

The mandate was granted, among other reasons, due to growth and transformations within the organization.


Responsibilities included, among others: 


  • HR support for the carve-out of the marketing and sales organization into its own legal entity
  • Relocation of this organization to a new location
  • HR-side implementation of a partial department closure
  • Negotiation of various company agreements, including several social plans and agreements on the reconciliation of interests.
  • Processing all activities in the HR calendar, including employee surveys, performance management, salary reviews, and succession planning.
  • Low Performer Management