For Employers
HR Operations Consulting Frankfurt
Manual HR processes cost your leaders hours every week. I digitize your workflows and build scalable HR infrastructure, drawing on 7+ years as an HR Manager and Head of People, not on consulting theory.
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I have digitized HR processes myself, not just advised on them
Over 7 years of HR experience as HR Manager and Head of People, including at DekaBank, SharkNinja, and Procter & Gamble, with hands-on ownership of several common HRIS and performance systems.
What I help you with
Four building blocks, each backed by real practice: I have owned every one of these topics myself before advising on them.
Process digitization
I take your manual HR processes apart and rebuild them as digital workflows: onboarding, offboarding, contract changes, reporting. Reference result from a SaaS company: weekly manual HR work reduced from 30 to 5 hours, an 85% saving.
HRIS and tool selection and rollout
From requirements to selection to rollout: I have implemented and run common HRIS, performance, and collaboration systems myself, and the choice follows your stack. You get a recommendation from daily practice, not from a sales brochure.
Performance architecture
Scalable talent assessment cycles that grow with the company: goal setting, review cadence, calibration. A performance architecture I built is now the EMEA standard at a consumer goods company.
Entity setup abroad
HR and legal rollout of new foreign entities: contracts, payroll setup, local compliance, onboarding processes. I have delivered entity setups myself, including in Norway and Poland.
What process digitization actually delivers
Not every project ends at the same numbers. But the principle is always the same: recurring manual work gets set up cleanly once and then runs on its own, so your HR team has time for the topics that actually need people.
Before: 30 hrs of manual HR work per week
After: 5 hrs per week
85% less manual effort
Reference result from a SaaS company: weekly manual HR work reduced from 30 to 5 hours.
Frequently Asked Questions
How does an HR operations project work?
We start with a free initial conversation about your situation. Then comes an analysis of your current processes and systems, resulting in a prioritized implementation plan. Depending on your preference, I deliver the implementation completely or together with your team.
How long does a project take?
That depends on scope: a focused process digitization is often delivered in 4 to 8 weeks, while an HRIS rollout or an entity setup takes several months depending on your system landscape and the country. You get a realistic timeframe after the analysis, not a guess.
Does this work remotely?
Yes, most of the work runs remotely. For workshops, stakeholder meetings, or system rollouts I'm also available on-site in the Rhine-Main area, and across Germany by arrangement.
What does HR operations consulting cost?
That depends on the scope and duration of the project, which is why there's deliberately no price list here. In the free initial conversation you'll get a concrete, individual proposal.
How is this different from HR interim management?
With interim management I take over an HR role in your company for a limited time, including day-to-day operations. With operations consulting I work project-based on a clearly defined topic, such as digitizing a process or rolling out a system. Both can be combined.
What company sizes is this suited for?
The biggest leverage is at companies between roughly 30 and 500 employees: big enough that manual HR work visibly costs time, small enough that decisions are made quickly. I have also worked in corporate structures and know both worlds.
Book an initial conversation
Free and non-binding: we clarify your situation and I’ll tell you honestly where the biggest leverage is, or whether you don’t need a project right now.
Prefer to talk right away? Book a call directly, or reach out by email: nick@nicksadvisory.com