Leading IT security software company in Berlin — ≈140 employees, encryption solutions trusted by over 25% of Germany's top-100 companies. Progressive roles over 2 years 9 months. Head of HR · Jun 2025 – Jan 2026 · Berlin · Hybrid · remote-first setup Full responsibility for all HR functions, leading a 5-person HR team. Reset and scaled existing People function at startup speed. Results: retention +22pp · time-to-hire −35% · headcount +55% (90→140 FTE) · 90%+ new hire retention past probation · +20% revenue vs target · after several years of plateau What I built and ran: ▪ Hiring system rebuilt — TA operating model, structured interviews, scorecards, onboarding. Structured processes and manager enablement — hiring became faster, better, and scalable. Engineering roles open for 1+ year filled within 4 weeks of the function being reset. ▪ Performance system introduced from scratch — competency frameworks, career paths, performance cycles, development plans, succession basics. ▪ Leadership enablement — coaching-based approach (ICF PCC), leadership routines, 20+ leaders trained on competency-based management, including C-level. ▪ HR ops made reliable — hire-to-retire processes, compliance, 0 incidents, HRIS and automation integration. ▪ Employee relations improved — measurable uplift in retention and manager practices. ▪ Part of the company Maturity Council — contributed to strategic growth and business decisions alongside CEO and leadership team.

Built L&D and recruiting functions from scratch — strategy, frameworks, tools, and adoption. ▪ Career paths and competency frameworks designed and deployed company-wide ▪ Skills matrix built for R&D; evaluation and assessment systems introduced ▪ Succession planning and talent development plans rolled out ▪ Leadership trained on key People topics — workshops facilitated ▪ Company values defined and activated internally and externally ▪ Recruiting up to and including C-level hires — active sourcing, structured assessments, behavioural interviews. ▪ Part of the company Maturity Council — contributed to strategic growth and business decisions alongside CEO and leadership team.

Foundation role — built first HR processes and policies; progressed to Head of L&D and Recruiting within 11 months.

Freelance People & HR advisory for software startups, alongside targeted professional development: Psychology course, HRBP certification, ICF coaching path (completed to PCC level subsequently).

World's largest outsourcing and technology services provider for governments and diplomatic missions — 12,500+ staff across 150+ countries. Built Germany People & Operations from zero, managing up to 8 direct reports. Full P&L accountability (€10M+). Dual reporting — HR and Ops HQs. Operating within a complex international matrix. Results: 0→100+ FTE · €10M+ P&L · PCMM Level 5 — People Capability Maturity Model (KPMG-audited) · +20% revenue vs target · highest customer success ratings in Europe · Global Excellence & Teamwork Award — top-performing team across 150+ countries: business growth, customer success, talent development, compliance, and operational results What I built and ran: ▪ Germany P&O framework built from scratch — workforce planning, payroll, legal infrastructure, policy localisation to German Arbeits- und Sozialrecht, hire-to-retire execution, targets, bonus frameworks. Full Country Manager + HR mandate. ▪ 6 offices launched in parallel across Germany within weeks (Berlin, Hamburg, Bonn, Leipzig, Frankfurt, Munich) — recruiting, hiring, operations. Profitable within 1 year. ▪ Supported People & HR rollouts across Western Europe — Denmark, Belgium, Austria, Latvia, Switzerland and others — before and during the path to PCMM Level 5. ▪ Led Western Europe to PCMM Level 5 — full regional compliance responsibility across multiple countries, consistent standards, audit-ready. KPMG-audited. ▪ ISO certifications delivered — 45001, 14001, 27001, 9001, 10002 — coordinated 10+ audit cycles across multiple locations and units simultaneously. ▪ Leadership development — self-developed and facilitated manager trainings, train-the-trainer. Subsequently asked by Global L&D to roll out leadership programmes to 400+ employees across Europe. Multiple employees developed into significantly broader roles — one from submission officer to deputy country manager within three years. ▪ Established KPI, productivity and efficiency systems — staff, quotas, bonus, resource planning. ▪ Drove adoption of automation pilot against initial HQ resistance — proven results led to approval and rollout across Western Europe. ▪ Ethics, integrity and compliance maintained — 0 incidents

PCC ICF

International Coaching Federation (ICF)

2025 - 2028

Psychological counsellor

Privatakademie für praktische Psychologie

2021

HRBP

Business Trends Academy

2023