HR Interim

As an HR Interim Manager, I take on temporary responsibility within your HR organization—at an operational, tactical, or strategic level. I can step in at short notice, quickly create clarity, and ensure the HR function remains fully operational.

Typical engagement scenarios include vacancies in HR management, transformation and growth phases, reorganizations, or periods of increased project workload. I work in a hands-on manner, make clear decisions, and implement them consistently—always in close alignment with executive management, leadership teams, and relevant stakeholders.

The objective is to create short-term stability while simultaneously establishing sustainable structures, processes, and decisions that continue to have an impact beyond the interim assignment.

HR Project

As an HR Project Manager and subject matter expert, I take responsibility for complex and demanding HR projects during phases of change, growth, or organizational realignment. This includes, in particular, transformations, restructurings, and the introduction, further development, and digitalization of HR processes and systems.

In my role as an HR Project Manager, I structure complex initiatives, manage internal and external stakeholders, and ensure clear decision-making and reliable execution. I combine HR expertise with strong project management capabilities and a deep understanding of organizational, cultural, and business requirements.

The objective is to deliver HR projects on time, with strong acceptance within the organization and a sustainable impact—from initial concept through to successful implementation.

Typical project topics include:

• HR-Transformation & Reorganisation
• Restructuring and post-merger integrations
• Implementation and optimization of HR IT systems (e.g., HCM, Talent, Payroll)
• Digitalization and automation of HR processes
• HR governance, role clarity, and process definition

 HR Consulting

I advise organizations on strategic and conceptual HR topics when clarity, sound decision-making, and clear priorities are required. The focus is on the further development of HR structures, processes, and roles in alignment with the overall business strategy.

My advisory approach is practical, analytical, and execution-oriented. It creates a solid basis for decision-making, defines clear target operating models, and translates strategic requirements into concrete actions. In this role, I act as a sparring partner to executive leadership, management teams, and senior HR leaders.

The objective is to position HR as future-ready, effective, and closely aligned with the business—delivering solutions that are sustainable and work in day-to-day operations, including for startups.