More about the interim manager
The interim manager is a specialist for the market-oriented and sustainable alignment of personnel organizations and HR processes in medium-sized companies. A particular skill of the interim manager is to transform structures that have often evolved over years into strategically effective structures with the necessary tact and sensitivity.
The interim manager combines clarity in analysis and presentation with a high degree of implementation power. This enables him to develop stable and tailor-made solutions. He is an advocate of business excellence, a reducer of risks and complexity, a problem solver rather than a problem maker and a driver of market-specific change processes. His straightforwardness makes him a predictable and reliable HR manager for all stakeholders. This also means that he regularly allows himself to think outside the box and openly address taboos.
"Pure doctrine" and ivory towers are alien to the interim manager: for him, strategy means doing the right thing operationally. His successful work is based on an inquisitive and pragmatic attitude, combined with in-depth professional expertise acquired in practice. His knowledge of employment law, for example, was not only acquired through his work in practice, but also through his many years as an honorary employment judge. Qualifications such as an MBA in "International Management" from a renowned private university and TÜV certificates as a quality manager and Six Sigma Green Belt are further evidence of the interim manager's comprehensive skills profile.
About his career: After five years in recruiting and HR development positions, he became HR manager of an internationally active medium-sized company with 1,800 employees worldwide. There he successfully realigned the HR organization. He later repeated this in two other companies. His area of responsibility encompassed the entire employee life cycle from planning to leaving and many framework topics such as remuneration, performance and time management, leadership development, project management, automation, KPI management and digital transformation.
For him, groundwork and mastered processes are the basis of stable and transparent HR work.
