When People topics stall, the whole company stalls with them. That's exactly where I start: a vacant HR leadership role, fair and transparent compensation processes, or a transformation process that needs steering.
As Head of People & Organization at the single family office of SAP founder Hasso Plattner as well as the Hasso Plattner Foundation, I owned the complete candidate and people journey, scaled the organisation from 20 to 80 people, and carried HR responsibility for more than 20 executives across the entire portfolio.
Before that, I worked as a science officer at Berlin's MATHEON research centre, where I organised a conference for 1,300 participants, and in academic HR controlling at Frankfurt School of Finance & Management.
I combine deep HR experience with a commercial mindset, working both operationally and strategically, with empathy and clear communication throughout.
My core values are integrity and dignity, balanced with humor and levity. Because what's the point, if we're not enjoying our work together?
My clients are scale-ups, start-ups, foundations and family offices. This is usually the point where I step in:
Your leadership role is open, and the work can't wait for the next permanent hire.
Your organisational change or separation processes need to be handled with diplomacy and compassion, while staying compliant.
Your pay decisions have grown out of case-by-case negotiations and retention deals over the years, leaving you with the feeling that something doesn't sit right.
Each manager handles People decisions their own way, with no clear framework in place that balances team flexibility and company-wide consistency.
No standard playbook. I first work out what's actually missing, then choose the format tailored to you and in line with your corporate values.
Full-time and temporary, or senior leadership by the day or week for as long as it's needed, without the cost and commitment of a full-time hire.
Whether it's reshaping a team's structure or parting ways with someone, I handle the human side and the legal side, for example developing a compensation strategy and its implementation in line with the Equal Pay Directive.
Manager training on compensation negotiation, difficult conversations and AI in HR work, plus 1:1 coaching.
Every engagement starts with a briefing and ends with a full handover.
Clarify the most pressing issues together with leadership.
A clear picture of what's missing and what success looks like.
Independent execution, closely aligned with leadership and key people.
All work and documentation are handed over to you to carry it forward.
Tell me briefly what's going on. Together, we'll work out what you actually need.
Pick a time that works for you, no email back and forth.