Some time ago, the HR Interim Manager took over recruiting, HR marketing and the junior staff programs at the headquarters of the Hamburg-based cosmetics group Beiersdorf for a good six months. He managed 18 employees and reported to the management and the Executive Board.
The interim manager developed recommendations for a new recruitment strategy, particularly in the area of active sourcing. This included developing the existing processes towards greater efficiency and market proximity. The manager was also responsible for selecting and supporting new external research resources and service providers. During the mandate, he established measures for future talent relationship management. He also organized an external legal workshop on the topic of "active sourcing".
The interim manager also assumed responsibility for the implementation of operational HR marketing at Group headquarters and the German companies as well as the operational implementation of the new recruitment strategy. His tasks included defining, capacity planning, monitoring and developing recruiting and HR marketing KPIs and presenting them to management and the Executive Board.
The interim manager was a convincing point of contact and source of ideas for employees, the Executive Board, management and HR functions. He worked extremely quickly into the existing team structures. His balanced judgment and expertise were particularly appreciated - even in conflict situations. The interim manager achieved the objectives of the interim mandate to the complete satisfaction of the client. He impressed the client with his willingness to take responsibility, negotiating skills, above-average commitment and ability to work under pressure. His wealth of ideas contributed significantly to the success of the recruitment department.
