More about the interim manager
The interim manager stands for modern, evidence-based human resource management in recruiting, talent management, employer branding, succession planning and performance management. His experience is based on international projects and management functions at companies such as debis Systemhaus, T-Systems, Siemens, Thyssen-Krupp, Merck KGaA, Novo Nordisk and United Internet.
In advising and supporting managers and employees, his partners value his impartial and results-oriented approach. He was able to demonstrate his diplomatic skills, for example, as Global HR Business Partner for Global Medical Affairs and Global Drug Safety at a pharmaceutical company during the restructuring and development of its Asian business. Here, he was responsible for managing two international project teams.
He has applied his knowledge internationally in M&A, change management and restructuring projects, such as the relocation of a site from Switzerland to Germany, the alignment of HR work to international requirements or HR due diligences as well as post-merger integration projects in Hungary, Spain, the UK and the Czech Republic. He has adapted processes in line with modern HR management and harmonized guidelines and policies. He is familiar with the HR management requirements of high-tech and IT companies as well as pharmaceutical companies.
He also works with domestic and foreign employee representatives in difficult situations such as restructuring with staff reductions or conflicts between employees and superiors in a trusting and constructive manner - and brings about solutions.
He has been responsible for and implemented HR controlling and HR planning based on costs and quantities for his areas of responsibility at pharmaceutical companies and most recently for the IT division of a leading logistics group. At a pharmaceutical company, he developed an alternative to the implementation of the 2014 collective wage agreement, which enabled the budget targets for the German company to be met.
The interim manager also focuses on the design of international HR processes. The first project here was the design and automation of the training process at IT companies based on Lotus Notes. He was able to deepen his knowledge at a large European customer contact center. Today, he uses his knowledge of business process modeling to make HR processes more transparent, efficient and internationally standardized.
As Director HR and HR Business Partner, he has directly and indirectly managed up to 25 employees. He encourages and promotes the exchange of best practices between his employees and seeks to communicate with the HR directors of other units.
His motivation to perform, his focus on action and teamwork and his emotional stability are above average. He has a strong creative drive, is very conscientious, flexible and sociable. He values open, fact-oriented cooperation and takes emotional factors into account.
The Interim Manager is looking for a challenging task in the HR department of an international company. It should offer him the opportunity to tackle and shape things and thus contribute to the success of the company. He needs the appropriate freedom and authority to act.
