Berlin, Berlin, Germany
From our foundation as a startup in 2013, AirHelp has grown into the world’s largest air passenger rights advocate. We’ve helped countless passengers through our fight for justice. We make claiming compensation straightforward for travelers who are unsure of their rights, lack the time, or lack the expertise to embark on the claims process themselves. To be able to do this, we continuously invest in data and cutting-edge technology to power our easy-to-use website and make our customers’ claims even smoother. We speak 16 languages, and our global staff of over 350 includes the world’s largest team of lawyers specialized in air passenger rights. Combined with local knowledge from a network of law firms across 30 countries, we are uniquely placed to help air passengers all around the world — standing up to airlines at court and campaigning for national governments to introduce fair air travel rights.
• Responsible for Global HR Activity and HR Team including: Development & Execution of Global HR Strategy, covering: employer branding, recruitment including executive, on boarding, compensation & benefits, retention, development, performance management, engagement, organizational development, leadership development, change leadership, employee relations, terminations • Reporting to CEO and providing consultation and HR leadership to all management layers • Driving Growth & Productivity: HC from 130 to 280, founded US entity • M&A & Integration of entities in Russia & Greece including international mobility, Due Diligence & non-traditional HR & Cultural Due Diligence for 5 acquisitions. • Responsible for all strategic and operative work, focus on Germany, US, Brazil, Greece, Israel, China (250 heads) • Reduced Administrative Operational costs by 30% whilst scaling • Headed up Global Business Services Division providing: travel, event, administration and facilities management services globally • Team management of 6 HR professionals, 8 operative administration professionals
• Developed Regional & Global HR Strategy for 2015 • Responsible for all strategic and operative work for the EMEA region, focus in particular on UK, Netherlands & Germany • Restructured HR department from operative to business partner / generalist model, leading an HR shared service model for 3 legal entities. • Presented to the Board • Implemented Performance Management Process in EMEA, Project lead of developing and delivery of new global process • Gained additional remit in Jan 15: developed and implemented Global Employee Communications strategy and plan • Engagement & Organizational transformation (integrating 2 legal entities acquired), role alignment, engagement assessment using Gallup Q12 & leading resulting focus groups • Ensuring compliance; legal, tax, SSAE16, SOX, Corporate Risk Assessment, M&A (UK & DE) • Contract development to mitigate risks • Conducted salary benchmarking, SMI adjustments, Bonus • Employee Relations & Terminations
Main duties & responsibilities during entire period: • Responsible for all HR work for following sites: Berlin, Paris, Zürich, as an interim: Leicester & Crawley (at times up to 1000 employees) • Leading the HR departments in Germany, England and Switzerland (8 staff) • Representing the Managing Directors in Germany • Power of Attorney in all personnel related matters • Representing the company in labour court – employment tribunals • Advising the Vice Presidents in strategic and legal issues • Development and implementation of HR Strategy from scratch inc. Performance appraisals, Performance related pay & remuneration evaluation process, Salary banding, Dual career path, Internal & External Recruitment & Redeployment process, HRIS System, Disciplinary & Absenteeism processes and other standard HR processes • Development & implementation of relevant HR metrics, enabling HR performance tracking & SLA's • Working with elected employee representatives in Germany (Betriebsrat), Switzerland and England (ER) • Negotiation of collective agreements, Balance of Interests, Social Plans and Conciliation Boards • Closure and build of sites in Germany, France, Switzerland & the U.K., restructuring, social selection • Conducting a TUPE in UK, and in Germany in accordance with UK law and 613a BGB, covering all legal aspects and change management aspects. • Recruiting sourcing, selection and hiring of 100 staff per year (attrition and new business), ramping up new teams of 30 staff within 2 weeks, relocation and design of mobility packages for relocating existing employees • Handling all disciplinary issues up to and including termination • Contract development • Payroll for UK and Germany with an outsource provider