AI for HR teams. Results in weeks, not quarters.
I bring AI into your daily HR work: routines that save hours, a works council agreement that holds, and a works council that stays on board. And when an HR role is missing, I step in, full-time or on fixed days a week.
On-site in Frankfurt and Rhine-Main, remote across DACH. English and German.
Roles in corporate groups, mid-sized companies and scale-ups.
AI for HR teams, interim or fractional: the HR role your company is missing.
Four offers, one principle: I take on responsibility, not a list of tasks. Which one fits follows from your gap, not from my title.
Interim HR Manager
A vacancy, parental leave, fast growth: I run day-to-day HR full-time for three to eighteen months. Recruiting, employment law, works council, line managers.
See the roleHR Operations
Processes, systems, payroll governance, reference letters, contracts. Spreadsheets become workflows that keep running without me, with AI routines where they save hours.
See the roleFractional HR
The same HR leadership on one or two fixed days a week, from three months. For companies that do not need a full-time hire but do need someone who takes responsibility.
See the roleAI for HR teams
Job ads, screening, reference letters, onboarding, employee questions: the routines that cost your HR team hours, shortened with AI. Works council and data protection in from the start, projects available now.
See the offerAll roles and models at a glance: HR Interim & Fractional · Sparring for managers: Interim HR Business Partner
Stable from day one. Effective from week two. Handed over cleanly.
A composite example drawn from past mandates. Every company runs differently, and a works council agreement takes months, not weeks.
Read the case studies- Week 1Assessment
Open roles, ongoing cases, deadlines. Meeting the works council and managers, day-to-day HR keeps running.
- Weeks 2 to 4Hiring is moving again
Ads and criteria rewritten, structured interviews with hiring managers, a weekly one-page report to leadership.
- Months 2 to 3Processes and systems
HRIS selected, first AI routines in the team, AI policy being agreed with the works council.
- Month 6Handover
Documented processes, open items with status, successor onboarded.
Projects with a clear start and a clear end.
Alongside the roles, I take on scoped engagements. Each has a start date, a deliverable, and a date I'm gone again.
- Vacancy cover3 to 18 monthsThe HR role is filled from this week on, day-to-day work continues without a break, until the permanent successor is in place.
- Restructuring and social plan3 to 6 monthsNegotiated with the works council, executed on deadline, workforce communication included.
- Carve-out and HR build-out4 to 8 monthsStandalone HR processes, contracts, and systems for the new entity, operational from day one.
- Post-merger integration3 to 6 monthsTwo HR organisations, one rulebook: contracts, pay bands, systems, co-determination merged.
- Project SprintHalf a dayHalf a day remote, one concrete HR problem solved: open roles set up, a routine automated, or a policy drafted. With your team, ready to use the same day.
- Outplacement3 to 6 monthsA fair separation, personally supported through to the next role, instead of an agency programme.
Routines your team keeps using after the project.
Job ads, screening criteria, reference letters, onboarding: built in the tools you already pay for. Data protection settled, works council on board from the start.
Ask about an AI project
Microsoft CopilotIn Outlook, Teams and Word, where your team already works.
ChatGPT EnterpriseWhen your company already runs on it.
ClaudeFor text and document routines with long templates.
GeminiAI inside Google Workspace: Gmail, Docs, Drive.
n8nSelf-hosted workflows, data stays in-house.
MakeConnects Personio, Outlook and Slack without code.
Power AutomateApprovals and onboarding inside Microsoft 365.
PersonioThe HRIS as the data backbone for every routine.
DATEVPayroll, references and interfaces in the Mittelstand.How many hours a week do your HR routines tie up?
Three numbers, one result. The detailed breakdown with every assumption comes by email.
The detailed breakdown shows every assumption.
From past roles, anonymised.
What actually happened in restructurings, process overhauls, and international growth, instead of general claims.
All case studiesThree answers up front.
All questions and answersWhat does it cost?
A day-rate basis. The rate depends on role, duration, and scope, and is confirmed on the call, so you can compare it against a salary plus recruiting costs. The logic is under What an Interim HR Manager costs.
When are you available?
AI projects right away. Interim and Fractional roles we discuss on the call, where I give you a realistic start date.
How do you work with the works council?
Early and directly. AI tools in HR are subject to co-determination, so I bring the works council into the use-case selection. A works council agreement takes months, and I say so upfront.
Let's talk about your HR situation.
30 minutes, directly with me. You describe the situation, I tell you honestly whether and how I can help.