Services
Five areas of expertise, one pragmatic approach
From a vendor-neutral analysis before the software decision to filling hard-to-find positions.
Digitalisation
Processes & compliance
Talent
Requirements first, then the software.
That is why my services start where most wrong decisions are made: before the system is chosen. Independent advice, the right decision.
01
Description
Before HR software is selected, it should be clear what it needs to do. Many companies decide on the basis of vendor presentations, recommendations or price lists – and only realise during implementation that key processes are missing or that expensive add-on modules are needed. A structured, vendor-neutral requirements analysis creates clarity.
Approach
- As-is analysis of HR processes and system landscape
- Requirements gathering with HR, IT, management and, where applicable, the works council
- Prioritisation into must-have and nice-to-have criteria
- Vendor-neutral system comparison
- Cost-benefit analysis (licence, implementation and follow-up costs)
Result
A robust requirements specification as the basis for vendor talks, bid comparisons and contract negotiations.
02
Description
A new HR system changes the way the whole organisation works. Without a clear project structure, realistic milestones and early involvement of employees, implementations often fail. Tight project management tailored to the system – such as Personio, Rexx, SAP HCM or SuccessFactors – keeps time and budget on track.
Approach
- Project and milestone planning
- Translating processes into the system logic
- Configuration and role structures
- Data migration
- Documentation and manual
- Training and go-live support
Result
A system in productive use with the agreed modules, and trained employees.
Good software needs good processes.
Clarify the process first, then digitalise – otherwise a bad process just gets faster.
03
Description
Processes that have grown over time, with media breaks, duplicate data entry and unclear responsibilities, slow HR departments down. Systematic process consulting uncovers weak points and develops pragmatic, workable solutions.
Approach
- Process analysis with the business units
- Target process design
- Prioritised action plan
- Implementation support, including communication to employees
Result
Leaner, digitalised and documented processes with shorter lead times and clear responsibilities.
04
Description
The EU Pay Transparency Directive raises the bar for pay structures that are traceable, non-discriminatory and ready for information requests. Reviewing and documenting now avoids having to provide evidence under time pressure.
Approach
- Analysis of the pay structure
- Job descriptions and job evaluations
- Non-discriminatory pay band logic
- Documentation of the criteria
- Internal communication
Result
A reviewed, documented pay structure that allows information requests to be answered with confidence.
05
Description
Hard-to-fill roles or high recruiting volumes without consistent processes cost time and money. A targeted sourcing and recruiting strategy shortens time-to-hire and ensures a good candidate experience.
Approach
- Sharpen the job profile
- Active sourcing via LinkedIn and XING
- Applicant management in the respective system (including Personio, Umantis, Onlify, SuccessFactors, Talentsoft, Rexx)
- Candidate experience
- KPI and candidate reporting
Result
Positions filled within the target time frame, high response rates, a reusable talent pool.
From concept to go-live.
Every service is tailored to the existing system landscape and the size of the organisation. Personio, Rexx, SAP HCM, SuccessFactors – experience from real implementations.