HR transformation of German locations in an international corporate environment
What was the initial situation and task in HR management?
The case study describes the situation of an international group in which the German locations were facing considerable challenges in human resources management.
The position of Head of HR Germany was vacant due to a long-term illness. At the same time, there was no strategically developed HR topic, as no HR department had previously been proactively established.
Due to an organizational structure that was no longer sustainable, the management decided to part ways with the previous HR department and fill the position on an interim basis at short notice. The aim was to establish a stable, future-proof HR organization and strategically realign the German locations.
What role did interim HR management play in this transformation project?
As part of an interim HR management mandate, responsibility was assumed at both strategic and operational level.
The focus was on:
-Stabilization of HR structures
-Management of a complex transformation project on central HR topics such as legal security, organization, process efficiency, health and flexible working hours
-Close coordination with the management
-Cooperation with international HR functions (e.g. HRBP in Sweden)
It also acted as a sparring partner for management to enable well-founded decisions in the areas of HR strategy and organizational development.
What was the specific project description of the HR transformation?
The project work encompassed several central fields of action in the area of HR transformation and organizational development:
-Conducting intensive coordination with management, international HR and local teams
-Introduction and integration into the existing management team
-Assuming an active role as a point of contact for managers
-Analysis of existing HR structures and identification of optimization potentials
-Identification of the status quo of projects and assumption of project management
A complete overall project plan could not initially be finalized due to time constraints. Nevertheless, clear priorities were defined and initial measures were implemented in a structured manner.
What measures were implemented as part of the HR restructuring?
Numerous operational and strategic measures were implemented in the course of the project:
-Negotiationand adaptation of works agreements for German sites
-Review of the salary structure and management with employee representatives and trade unions
-Implementation of an international HR roadmap (e.g. Employee Satisfaction Survey, Performance & Talent Management)
-Management of strategic succession planning for key positions
-Analysis and optimization of the organizational structure (incl. headcount planning)
-Implementation of a structured absence analysis to initiate a project for the sustainable promotion of employee health
-Preparation and support of strategic HR decisions
These measures were aimed at sustainably improving HR processes, efficiency and employee satisfaction.
What results were achieved through the HR transformation?
The results of the transformation were both stabilizing in the short term and strategic in the long term:
-Successful realignment of HR structures in Germany
-Implementation of central international HR instruments
-Establishment of a clear HR strategy and governance
-Development of a business case for the future HR organization
-Preparation of a possible HR Shared Service Center structure
Supporting the management in decision-making processes and implementation
In addition, the basis was created to integrate the HR function sustainably into the international organization and to develop it strategically.
FAQFrequently asked questions
What does an Interim Head of HR do in transformation projects?
An Interim Head of HR temporarily takes over the management of the HR department, stabilizes processes, develops strategies and accompanies change processes such as restructuring or international integration.
Why is HR transformation important in international companies?
HR transformation ensures that HR processes are efficient, scalable and internationally coordinated. It improves competitiveness, employee satisfaction and supports strategic corporate goals.
What advantages does interim HR management offer companies?
Interim HR management provides quick access to experienced experts who can take on responsibility at short notice, manage change processes and implement sustainable solutions – without long-term commitment.
