— Structures that actually hold up in real life.

I help companies set up HR so that processes run clearly, systems connect in a way that makes sense, and people feel real relief in day-to-day work.

Not theoretical. Not tool-led.
But structured, easy to follow, and grounded in how your organization really works.

HR modernization can look different:

Sometimes the focus is digitizing processes. Sometimes it’s complex HR initiatives that need structure and strong steering.

Both follow the same standard: Set up HR so it can guide, reduce friction, and create orientation.

That’s why I work with two clear approaches:

Digitizing HR

Shaping HR

Digitizing

HR

From grown “islands” to clear and stable processes

When: HR somehow works — but not reliably.
Result: Roles, routines, clean handoffs.

— HR digitization doesn’t start with software.

It starts with an honest look at how HR actually runs today — including detours, dependencies, and the everyday friction that slows things down.

I support companies from that analysis all the way to a digital solution that works and is accepted.

Structured, transparent, and always with one goal: noticeable relief in daily HR work.

The analysis.

Where HR really stands today

We begin with a solid assessment of your current HR practice. I go deep into processes, roles, and systems — no sugarcoating, no shortcuts.

Typically, I analyze:

– Recruiting and selection processes

– Onboarding structures

– Master data and employee records

– Time and absence processes

– Performance and development flows

– Roles, approvals, and interfaces between HR, leaders, and the wider organization

I don’t just look at isolated steps — I look at the interaction of people, processes, and systems.

Outcome: A clear “as-is map” of your HR — structured, prioritized, and reliable enough to base decisions on.

The design.

Building a structure that holds

Based on the analysis, we build a future-ready target picture for HR:

– clean end-to-end processes

– clear responsibilities

– transparent data flows

– defined interfaces

– sensible automation

– digital tools and AI where

This is where the structure is created that can later be translated into software —
not theoretical, but tailored to your organization.

The Delivery.

Making it work in practice

I translate the target picture into a dependable rollout:

– precise requirements for HR software

– structured shortlist and vendor evaluation

– support in demos and decision-making

– clean implementation aligned to target processes

– data migration from Excel and legacy systems

– testing, iterations, and go-live

To ensure digitization is not just installed but actually understood and used, I actively support adoption:

– training for HR admins

– sessions for leaders

– onboarding for employees

– guided support after go-live

— What you’ll feel changing in practice

– Stable HR processes that work day to day.
– Integrated systems that get used — not bypassed.
– Clear ownership — fewer loops.
– Reliable HR data — real operational relief.

„Even the best tool won’t help if nobody knows why it exists.“

SHAPING
HR

WHEN HR NEEDS MORE THAN A NEW TOOL

When: An HR topic is important — but too complex for “on the side.”
Result: Clear framework, clear ownership, clean delivery.

Not every HR challenge is a digitization project. Some topics run deeper: grown structures, unclear roles, fragmented processes, or change that needs proper guidance.

I take on HR projects that are professionally demanding, organizationally complex, and hard to steer in day-to-day operations — calmly, structurally, with a clear view of the whole.

HR Projects I typically lead

Building & redesigning HR functions

– building an HR function (start-up, mid-sized company, new business units)

– clarifying roles, responsibilities, and decision paths

– designing HR processes and tool landscapes

– anchoring HR effectively within the organization

Outcome:
An HR function that works clearly — professionally, organizationally, operationally.

Global process analysis & harmonization

– analyzing existing HR processes, tools, and benefit structures

– identifying duplicates, breaks, and risks

– harmonizing across business units or countries

– creating a consistent HR process and tool landscape

Outcome:
One reliable HR map — instead of grown fragmentation.

AI transformation & change enablement

– developing a clear approach to new ways of working driven by AI

– stakeholder management across HR, leadership, and employee representation

– identifying meaningful AI use cases (e.g., along the employee lifecycle)

– enabling HR and leaders for practical, responsible AI use

– structuring communication and decision-making processes

Outcome:
AI is understood, used, and anchored responsibly —
with real relief in everyday work. Not as an IT project, but as a workable new way of operating.

Career paths & competence models

– analyzing real work and value creation

– developing practical competence models

– defining clear level logics (e.g., junior → senior → lead)

– deriving roles, skills, and compensation structures

– integrating into performance, recruiting, and HR systems

Outcome:
Transparent, fair, future-ready development logic.

Advisory or delivery — flexibly combined

Depending on what you need, I work:

– advisory (analysis, structure, workshops, concepts)

– delivery-focused (project steering, process design, tool integration, change guidance) or a combination of both

Outcome:
Not just concepts — but projects delivered properly.

Every organization brings different topics.
What stays the same is how I look at the whole system:
Structures, processes, systems, and people interact.

Only when that interaction works does HR become truly effective.

How I work –

Clear. Focused. On eye level.

My work doesn’t follow a rigid “method toolkit“. It follows a clear, dependable rhythm that creates orientation and enables decisions:

Workshops for analysis, target picture development, and decision-making

Sprints for concept, harmonization, and implementation

Review loops with relevant stakeholders

Testing and refinement phases for processes, communication, and structures

Project Mode with clear ownership and defined outcomes

The result:

– clarity on the goal
– alignment on the way
– steady progress step by step

When it’s time to modernize HR

Not because it’s possible
— but because it’s becoming necessary.

This collaboration is a strong fit if you:

— want to build HR from scratch or modernize it fundamentally
— need to grow beyond Excel, isolated tools, or legacy systems
— must harmonize grown HR structures
— need clear roles, competencies, or level models
— want to make HR decisions more robust and transparent
— need to guide transformations or M&A properly from an HR perspective
— want combine advisory and delivery — in one hands-on partnership
— want to professionalize HR without losing speed

„When an HR project matters — and needs to be done right.“

Better a short call than a long debate

One first conversation often clarifies faster what you truly need — and sometimes also what you don’t.

Book an introductory call

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