Essen, North Rhine-Westphalia, Germany
• Project Lead – Global Performance Management: Led the functional project team to design, negotiate, automate, and globally roll out a unified Performance & Potential Management process, integrating advanced talent analytics via Power BI. • Project Member – Leadership Development: Supported the operationalization of new leadership principles, the curation of digital learning journeys, and the deployment of targeted management trainings. • Product Owner – Talent Programs: Provided functional leadership and end-to-end ownership for comprehensive developmental frameworks, including the design and execution of multi-cohort Young Professional development tracks. • Product Owner – Low Performance Management: Defined development and exit pathways alongside a case management operating model; established KPI reporting and upskilled HR Business Partners to act as Case Managers. • Project Member – Lean Business Process Management: Partnered with cross-functional Finance and Commercial (B2X) stakeholders to review, streamline, and optimize complex Pricing & Promotion processes to improve operational efficiency.
Employer Branding & HR Marketing: • Support of ongoing Employer Branding campaigns Recruiting & Onboarding: • Digitization of the registration process for Global Orientation Days • Best practices collection of onboarding offers across Region Europe • Quarterly reporting of internal hire ratio • Support of the redesign of the hiring approval process Talent Diagnostics & Development: • Co-redesign of all Talent Development Programs (first-level leaders, mid-level leaders, executives) • Evaluation and feedback collection from current cohorts • Co-design of a self-nomination process for Talent Programs • Definition of a Code of Conduct for Talent Programs • Working group member for the roll-out of global Leadership Development Programs • Creation of a quality assurance and evaluation framework for all Talent and Leadership Development Programs Talent & Succession Management: • Preparation of and participation in Executive Management Talent Reviews • Co-creation and roll-out of a Talent Development framework that enables Talents to unleash their potential and to be prepared for their next career step, and their line managers to support them in the best way • Design and implementation of a graduate trainee program for Air Freight, Ocean Freight, Land Transport and Contract Logistics Others: • Preparation of regional OKR alignment workshops and joint OKR drafting & alignment • Supporting the implementation of career paths • Supporting best practices collection for Customer Service in Land Transport • Piloting and roll-out of a job swap initiative • Supporting the creation of a People & Organization KPI Dashboard • Supporting the regional scaling of a Young Professional network • Preparation of a global Employee Assistance Program (EAP) • Creation of a standardized coach & trainer network • Consulting on internal training, coaching and team development requests
Management Development, Talent Management, People Development and Learning • Design and implementation of a remote coaching program • Implementation of a broad digital learning portfolio • Design and implementation of a development program within the HR department • Redesign of the company-wide people development strategy • Redesign of the annual employee dialog & the underlying competency model • Design of strategic HR tools like the “HR – business dialog” or “succession planning” • Creation of transformation-oriented development offers (knowledge transfer, team development)
Business Area Components Technology Talent Management (target group: talents below graded positions): • Program design: Trainee program, Mentoring program, Job rotation program, Talent program for Headquarter Talents, Talent program for HR talents • Facilitation of Talent Events, e.g. Talent Days (recognition, learning and networking events for talents) and others (HQ Talents, HR Talents, Female Talents) • Involvement in the conduction of Development Centers • Responsible for Talent Analytics Management Development (target group: graded position incumbents): • Steering of annual performance & potential evaluation process “PerspActive” for the whole Business Area Components Technology: o Preparation of database o Result analysis and consolidation o Preparation and facilitation of calibration & validation meetings o Definition and implementation of follow-up measures • Key contact person for the performance & potential evaluation database “ETWeb“: o User enablement, trouble shooting & data analyses o Project member of system upgrade project Business HR: • Business partnering for strategic projects of Procurement & Supply Chain Management (PSM) and Technology, Innovation and Sustainability (R&D) and Operations (OPS) functions: Employer Branding for Industry 4.0/ Digital, Apprenticeship 4.0/ Digital, PSM Skill Management, Operations Career Paths • Involvement in strategic HR planning processes • Accompanying a Business Unit Integration as HR partner with regard to recruiting & placement Learning: • Involvement in co-design of group-wide Leadership Development Programs for talents below graded positions • Member of the Digital Learning Round-table and Learning & Transformation Council Recruiting: • Processing of Board applications • Operative Recruiting for HR team internal positions (permanent employees & working students) • Recruiting KPI project for Procurement & Supply Chain Management function
Management Development: • Steering of annual performance & potential evaluation process “PerspActive” for the whole Business Area Elevator Technology • Key contact person for the performance & potential evaluation database “ETWeb“ • Involvement in ongoing Management Development topics: Talent management & talent pool implementation (TK Talents), Development Centers, Job swap • Vacancy management & placement for graded positions: Creation and implementation of an aligned vacancy management concept, Global vacancy reporting, Interface to Talent Brokerage • Key contact person for Sourcing & Recruiting strategy • Community lead of global Management Development & ETWeb HR super user communities Learning: • Key account for all global learning & training topics of the key function Research & Development • Key account for all global learning & training topics of the key function Manufacturing • Involvement in learning transformation within various strategic topics: Introduction of global minimum standards for process quality along the learning value chain, Development of a new global evaluation model and global reporting standards, Collaboration with Procurement, Tax and Legal • Interface for SEED Campus with internal Communications department: Event planning for the 10th anniversary of SEED Campus at Elevator, Production of a SEED Campus brand birthday movie, Creation of SEED Campus press and online articles • E-learning responsible • Involvement in the roll out preparation of a group wide learning management system (LMS) • Community lead SEED Campus community (interim)