Munich, Bavaria, Germany
Global HR leader with 20+ years of experience driving scale, M&A and IPO-readiness across biotech, pharma and tech in Europe, the US & Asia. I help companies grow by designing people strategies that scale—whether preparing for IPO, integrating post-M&A, or building culture across borders. Known for navigating complexity with clarity, I work closely with CEOs, boards, and investors to align leadership, performance and inclusion. Previously held senior HR roles at Full-Life (biotech), Daiichi Sankyo (pharma), Philips (healthtech) and Cegos (consulting). Outcomes: • +85% engagement across global workforce • –80% external hiring through internal pipelines • Full labor law compliance in 4+ countries • 35% increase in succession readiness • 27% revenue increase via HR-led model redesign
Built global HR function from scratch across EU, US & China, aligning HR strategy with rapid scale-up and IPO-readiness Advised CEO and Board on equity, executive compensation, and long-term workforce planning Unified culture across four legal entities through values, psychological safety & leadership models Reduced compliance risk to 0; achieved 85% engagement and 80% decrease in external hiring needs
Strategic Leadership: Directed 4 teams (15 staff members) to deliver impactful HR services across Europe, driving alignment with business objectives. Culture & Digital Transformation: Led a major cultural transformation project in partnership with the CEO and C-Level team, embedding digital and AI capabilities into the sales organization and fostering innovation. HR Strategy & Talent Management: Developed and implemented HR strategies, reengineered employer branding, and built career pathways and internal pipelines to meet future workforce needs. Organizational Development: Redefined the annual appraisal process and leadership programs to align with a new culture, integrating workforce planning, recruitment, and employee development into a cohesive framework. Learning & Engagement: Delivered innovative learning programs to support strategic goals, fostered engagement, and promoted a high-performance culture through inclusion and capability development. Recruitment Excellence: Streamlined recruitment processes, optimized onboarding, and enhanced talent acquisition strategies to attract top-tier talent. Key Results: Achieved significant employee buy-in for the transformation, reflected in post-project engagement surveys or feedback metrics. Redesigned the annual appraisal process, achieving a 30% increase in manager-employee alignment on performance and goals. Developed and implemented the first HR strategy, aligning it with business and HR goals and securing support from the HR team.
Led the market’s learning strategy in collaboration with Philips University, HRBPs, and business stakeholders, ensuring alignment with organizational needs. Designed and executed a learning transformation strategy, driving digitalization, agility, and customer-centricity across the organization. Connected learning initiatives to talent management, succession planning, and performance management to foster holistic people development. Acted as a key liaison among HRBPs, TM experts, market leaders, academies, IT, and subject matter experts to streamline learning processes. Effectively collaborated with European works councils to ensure compliance and support for learning initiatives.
Led strategic HR change initiatives across Sales, Services, Marketing, and Solutions, managing two teams of 12 staff. Designed and implemented a digital, agile, and customer-focused learning transformation for DACH, UKI, and Nordics. Created standardized learning journeys with annual certifications, improving product and customer knowledge. Partnered with HR and Operations leaders at 20 locations to address culture, leadership, and development needs. Updated sales competencies, aligning HR processes like talent management and succession planning. Integrated two acquired firms into HR processes and culture. Streamlined onboarding, reducing ramp-up time by over two weeks. Close collaboration with works councils.
Oversaw a team of 10 staff members. Supported clients in undertaking competency audits, training need analysis, employee engagement surveys, and training programs. Acted as an important interface between the HRBP community, TM experts, market leaders, learning consultants, and subject matter experts. Designed and implemented tailored masters and Ph.D. programs delivered by leading universities in three countries. China: Peking University, Guanghua School of Management; Germany: The Berlin University for Professional Studies; United States: Woodbury University, School of Business. Reduced employee turnover within China’s Mercedes dealers from 65% to 25% per year.
Established this rapidly growing company’s first ever human resources strategy and plan covering 60 employees. Restructured policy and procedures & brought the company up to HR standards and compliance. Created a new compensation structure that improved employee morale & boosted performance. Streamlined hiring process saving 30% in recruiting cost. Introduced a new business model, which increased revenue by 27%. Created an environment of inclusion, open communication, and honesty during times of organizational change. Effectively interacted with German work councils during labor-management disputes.
Design and implemented the Lexus Academy in Brussels and the Infiniti Academy. Leading a team of instructional designers and trainers. Partnered with L&D directors to assess training needs and develop tailored learning solutions (face-to-face, blended, e-learning, coaching). Oversaw project performance, budgets, and outcomes, ensuring program effectiveness and alignment with business goals, while coaching employees and managing team recruitment and motivation.
Assessment, identification and prioritization of training requirements Design of ad hoc curricula relevant to critical business initiatives and departmental or functional needs Collaboration with subject matter experts to develop effective learning solutions and engaging curricula depending on the needs of individuals and departments Delivering training in areas ranging from sales, leadership and marketing to professional and personal efficiency Participation in the development and implementation of competency assessment