My approach is transparent, and through my experience as a change manager, I consider each company individually:
I am starting with a 360-degree feedback analysis of the HR department
- With the team, I find out where we stand and where we want to go
- Which target objectives already exist, for example corporate goals, sustainability goals, or other relevant requirements?
- Together, I work out the strategy and a target vision with the team. With the HR team, areas of action are set, and milestones for a specific time period (short, medium, or long-term) are agreed upon. Budgets and resources are planned accordingly.
- The strategy is handed over to the team in such a way that special occurrences can be adjusted at any time.
- I enable the HR management to continue the strategy accordingly and, above all, to communicate the results in a stakeholder-oriented manner.
I was able to successfully implement this approach several times in the HR areas, for example at the companies:
- Yaskawa Europe Group, Frankfurt
- Stabilus Group, Koblenz
- Schaltbau Holding AG, München
- Geodis Logistics Deutschland, Frankfurt
- Bardusch Group, Ettlingen