Professional Career
| 07/1984-06/1987 | Assistent of the HR-Manager (Trainee) Union Deutsche Lebensmittelwerke (Unilever), Germany Number of member responsibility: 4 -Managing operative Human Resources for the blue collar employees -Clarifying of labour law questions for the site -Ensuring a strong relationship with the works council -Leading projects, e.g.: absenteeism reduction, motivation building |
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| 07/1987-12/1988 | Assistent of the VP Human Resources Elbe Transport (Unilever), Germany -Managing operative Human Resources for branches in Germany South -Designing a bonus system for the company´s distribution units -Handling litigations for the company at Labour Law Courts |
| 01/1989-06/1991 | HR Manager H.B. Fuller, Germany Number of member responsibility: 9 -Directing operational Human Resources Management for the entity -Designing and implementing of a personnel development system for the German entities -Designing and implementing of a motivation building plan -Implementing a pension system -Instituting job evaluation on the basis of the Hay System |
| 07/1991-06/1993 | HR Manager (Germany-Austria-Switzerland and Benelux) Medtronic, Germany Number of member responsibility: 5 -Directing operative Human Resources Management for the entire region -Designing and implementing a bonus system for the sales team -Designing and implementing a personnel development system, complete with training package -Implementing of an analytic compensation system |
| 08/1994-11/1997 | HR Manager NIKE, Germany Number of member responsibility: 5 -Directing operative Human Resources Management; responsibility for the relationship with the works council -Directing company restructuring and the accompanying change management -Implementation an appraisal-, personnel planning-, personnel cost controlling- and broad banding compensation system |
| 12/1997-12/1998 | HR Manager Alcan, Germany Number of member responsibility: 9 -Directing operative Human Resources Management; responsibility for the works council -Conceiving and implementing an appraisal and employee potential analysis system, flex working time and personnel-cost-controlling system -Optimizing HR processes |
| 01/1999-12/2000 | Manager Development Top Management HOCHTIEF AG, Germany Number of member responsibility: 5 -HR responsibility for the top management level and high potentials -Designing a comprehensive personnel development and management potential analysis system -Managing of several internal assessment centers -Leading for the HR area a post-merger-integration of an acquired US-company |
| 01/2001-03/2003 | VP Human Resources Pixelpark, Germany Number of member responsibility: 14 -Directing the company´s complete Human Resources function for 8 European countries -Delivering a complete restructuring of the German company -Designing a strategic personnel systems |
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