HR Consulting

HR that functions as a system

Processes, data, and software across the entire employee lifecycle. For HR directors and managing directors who want to not just name problems, but solve them.

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HR work rarely fails due to a lack of commitment. It fails due to processes no one has documented, data residing in five systems, and software implemented before anyone knew its purpose. We bring together the three things that belong together in HR: clean processes, reliable data, and tools used in daily operations.

Do you recognise this?

Our HR data is in five systems, and none of them match up.The works council stopped the tool project, and rightly so.Good people leave because no one has shown them a path.Pay transparency is coming, and we have no salary bands.

The HR Process Map

We organise HR work into eight areas. Five of these follow the path that every employee takes through the company. Three are foundational: Without clean data, without clarified co-determination (Mitbestimmung), and without communication, any improvement in the five phases remains piecemeal.

The journey through the company

Phase 1Strategy and PlanningSkills instead of Headcount

Workforce planning is a budget list. It is created in autumn, applies until spring, and includes no scenarios.
HR Business Partners are strategists on the organisational chart but administrators in daily operations.

Phase 2RecruitingPipeline instead of Post-and-Pray

Personnel requirements are submitted by email, requested by phone, and approved by chance.
Vacancies are advertised, and then nothing happens. Anyone who does not apply does not exist.

Phase 3Onboarding and DevelopmentFrom day one

On the first day, the laptop, access credentials and the manager are missing. The HR department learns of the start date via casual conversation.
The annual review takes place because it has to. Documentation is incomplete, and completely absent in the event of a conflict.

Phase 4Remuneration and RetentionFair, transparent, measurable

Salaries are individual negotiations. Those who negotiate well earn more, regardless of their work.
There are benefits, but half the workforce doesn't know about them, and a third cannot use them.

Phase 5Mobility and LeaversKnowledge remains in-house

Vacancies are advertised externally before anyone internally hears about them.
When someone leaves, access remains open, equipment disappears, and critical customer knowledge departs with them.

What supports every phase

FoundationHR Data and SystemsOne truth instead of five

The same person exists in the HR system, time management, payroll, Active Directory, and learning system, each with different details.
The HR system was implemented three years ago, yet only a third of its functionalities are used.

FoundationCo-determination and ComplianceRegulatory frameworks under control

The works council agreement (Betriebsvereinbarung) for the HR system is ten years old and knows neither cloud, nor AI, nor mobile data collection.
The works council is informed once the decision has been made, and reacts accordingly.

FoundationCommunication and ChangeEnsuring adoption of new initiatives

Communication for the launch consists of an intranet message and one training session.
Managers learn about changes at the same time as their teams and are unable to answer questions.

Key Topics

Where the pressure is greatest, we will guide you directly.

Priority topicSelecting and implementing HR softwareClarify requirements, compare providers, implementation without data chaos.Priority topicAI in HR with governanceEvaluate use cases, assess risks, keep an eye on the AI Act deadlines.Priority topicHR software and works councilPlan co-determination (Mitbestimmung) early rather than facing a standstill in week three.Priority topicImplementing pay transparencySalary bands, job evaluation, and reports before the law demands them.Priority topicStrategic workforce planningIdentify skill gaps before they impede operations.Priority topicAutomating onboarding and offboardingAccess, knowledge, and experience from the first to the last day.

How we work

For us, consulting and software are not an either/or. Every project goes through three steps, and each step delivers a result that you can continue to work with, even without us.

Step 1
Analyse
We capture processes, data status, and systems, speak with the people who work with them, and identify what is truly hindering progress. Result: a status assessment with prioritised areas of action.
Step 2
Design
We develop the target vision, describe processes in a way that makes them implementable, and clarify co-determination (Mitbestimmung) and data protection before technology decisions are made. Result: a functional concept supported jointly by the works council, IT, and management.
Step 3
Implement
We help you select software or configure your existing systems, integrate interfaces, migrate data, and support implementation until it is fully in use. Result: an ongoing process, not just a project file.

Knowledge

Maturity checkKnow where your HR operations stand in ten minutes.Regulatory RadarWhat applies, what is coming, what you should do now.HR Key FiguresDefinitions and formulas that are interpreted consistently across the entire company.GlossaryHR terms, briefly explained.

Where does your HR stand today?

Start with the maturity level check or speak directly with us. In an initial consultation, we will clarify within thirty minutes which of the eight areas has the greatest leverage for you.

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