Schanbach, Baden-Württemberg, Germany
Accomplished senior leader with a proven track record in global talent attraction, HR strategy, transformation programs, and commercial leadership. Demonstrates expertise in building high-performing teams, driving operational excellence, and executing complex global initiatives. Notable achievements include leading recruitment across 50+ countries, implementing global HR operating models, and managing a €250M P&L. Strategic and results-driven, with strong leadership development, change management, and performance optimization skills. What drives / motivates me: Developing tomorrows leaders Solving complex problems Cultural evolution Change and Transformation Enabling and engaging people What I offer: Strong sales and customer focus Leadership “Getting things done” mentality Pragmatism and optimism
The ZEISS Group is one of the world’s leading technology companies. It has a balanced portfolio that is geared toward attractive future-oriented markets in optics, precision mechanics and optoelectronics. FIT4 is the group-wide SAP S4 hana Implementation program, NextGenCRM the Salesforce Implementation program. Role Scope: - Team Leadership: managing a team of 6 HR professionals and overseeing HR operations across regional hubs in India, China, Germany, and the US. - Organizational Impact: providing HR leadership and services for a dynamic global workforce of 500+ HC (scaling to 750 at peak). Strategic Initiatives: - Global HR: Co-created HR framework for Fit4, enhancing collaboration. - Incentive & Performance: Developed schemes for Fit4 goals. - Onboarding: Unified process for consistency and productivity. - Org Design: Harmonized structure. - Insights: Established transparency reports. - Leadership: Launched development framework. Impact: - Enhanced Collaboration: strengthen ties between local and global HR functions, fostering a unified approach to talent management. - Operational Consistency: achieved a standardized and scalable HR model that supports regional and global objectives. - Increased Accountability: enabling data-driven decision-making through advanced human capital analytics. - Leadership Enablement: providing program leaders with the tools and training needed to lead their teams effectively, contributing to overall program success.
Role Scope: - Global Reach: leading talent attraction across 50+ countries. - Team Leadership: managing a 150+ member organization with 8 direct reports. - High-Volume Recruitment: approx. 5,000+ hires annually. Strategic Initiatives: - Vision & Mission: Established an inspiring vision and mission for the global talent acquisition (TA) function aligned with the business strategy. - Global Target Operating Model (TOM): designed and implemented a global TA operating model aimed at enhancing the candidate experience and solidify ZEISS’s position as an employer of choice. Impact: - Efficiency: Standardized global tech infrastructure, improving recruitment efficiency and consistency. - Leadership: Established leadership framework with reviews and coaching. - Cost: Reduced agency costs by 60%. - Growth: Enhanced growth with scalable high-quality TA. Key Metrics: - Candidate Experience: Improved Net Promoter Score (NPS). - Operational Efficiency: Reduced time to hire and significantly lowered external hiring expenses.
Role Scope: - Strategic Leadership: led the co-creation and initiated the implementation of a comprehensive HR Target Operating Model. - Business Strategy Translation: aligned the company business strategy with strategic HR initiatives, ensuring people-related measures effectively supported organizational goals. - Project Portfolio Management: governed and managed the corporate HR project portfolio, driving successful execution of key initiatives. - Vendor Management: managed relationships and contract negotiations with external consulting firms, overseeing project budgets, governance, and delivery for HR projects. - Executive Advisory: Acted as a trusted advisor to the board and senior stakeholders on all people-related matters, influencing strategic decisions and driving organizational impact. Impact: - Operational Excellence: Delivered a streamlined HR model, boosting alignment. - Strategic Execution: Aligned business strategy with HR, enhancing execution. - Cost Efficiency: Optimized consulting spend via governance. - Leadership: Guided executives on talent and culture.
Role Scope: - Global Learning Academy: Implemented and led a comprehensive learning and training academy serving 50,000+ employees in EMEA, driving skill development and organizational growth. - Executive Learning Programs: developed and implemented tailored learning journeys for top management, focusing on change and transformation readiness. - Digital Learning Infrastructure: successfully led the implementation of the Learning Management System (Cornerstone), enhancing digital learning accessibility and effectiveness. Impact: - Scalable Learning Solutions: delivered a global learning framework that supported diverse learning needs across regions and business units. - Leadership Development: empowered senior leaders with transformative learning experiences, aligning development programs with strategic business objectives. - Operational Efficiency: streamlined learning administration and analytics through the Cornerstone LMS, providing data-driven insights into learning impact and engagement.
Role Scope: - Team Leadership: managed a diverse team of 100+ professionals, including 60+ customer service representatives and a 40+ person B2B salesforce. Strategic Initiatives: - New Market Penetration Strategy: co-created and executed a new market penetration strategy, driving revenue growth and expanding market share in the away-from-home sector. - Leadership Development: implemented performance management systems and introduced coaching as a core leadership practice, enhancing team productivity and engagement. Impact: - Operational Excellence: achieved consistent service quality and sales performance through effective team leadership and customer-focused strategies.
Gamestop DACH