HR Manager Germany

The Organisation

Our client is an international manufacturing business operating within the chemical industry. The German site employs approximately 150 people and forms part of a broader international organization with operations across multiple countries.

As the business continues to grow and becomes increasingly integrated into a wider international structure, there is a need to strengthen the local HR capability and establish a more visible, business-focused HR function on site. The company is currently investing in the professionalization of its processes, structures and people practices in preparation for future growth and organizational development.

Background to the Appointment

Historically, HR responsibilities at the site have largely been managed by local leadership, supported by a small HR team focused primarily on transactional and administrative activities.

As the organization evolves and grows in complexity, the business has identified the need for a dedicated HR professional who can take ownership of the local people agenda, act as the primary HR contact for managers and employees, and help drive the continued professionalization of HR locally while supporting broader European HR initiatives.

The Role

The HR Manager Germany will be responsible for delivering comprehensive HR support across the full employee lifecycle.

The successful candidate will serve as the trusted HR advisor to local management, supporting employee relations, recruitment, performance management, workforce planning, organizational development and change initiatives. The role requires a visible, hands-on presence across the site and the ability to build trusted relationships with leadership, employees and employee representatives.

In addition to operational HR responsibilities, the individual will play a key role in further developing HR processes, supporting organizational transformation, implementing performance management practices, strengthening talent and succession planning, and helping establish scalable HR structures to support future growth.

Key Responsibilities

HR Business Partnering

• Act as the primary HR contact for local management and employees.
• Advise managers on workforce planning, employee relations, recruitment, performance and organizational matters.
• Support leadership decision-making through a practical and business-oriented HR approach.

Employee Relations & Labour Relations

• Build and maintain a constructive relationship with the Works Council.
• Ensure compliance with German labour law, collective agreements and company policies.
• Manage employee relations matters and support disciplinary, grievance and performance-related cases.

End-to-End HR Operations

• Oversee the full employee lifecycle, including recruitment, onboarding, development, performance management and offboarding.
• Partner with local and international stakeholders to ensure consistent HR service delivery.
• Support payroll-related activities and future payroll outsourcing initiatives.

Process Improvement & Transformation

• Drive continuous improvement of HR processes and procedures.
• Support HR digitalization and system implementations.
• Contribute to the development of standardized HR practices across the organization.
• Participate in transformation, change management and organizational development initiatives.

International Collaboration

• Act as a bridge between local site requirements and the wider European HR organization.
• Support the local implementation of broader HR policies, systems and initiatives.

Key Outcomes (First 12–18 Months)

• Establish a visible and trusted HR presence at the site.
• Become the primary HR contact for employees and managers.
• Build strong working relationships with the Works Council and local leadership team.
• Professionalize local HR processes and practices.
• Support the implementation of performance management and talent processes.
• Help modernize and standardize HR operations.
• Improve organizational effectiveness and people-related decision making.
• Successfully act as the link between local operations and international HR stakeholders.

Candidate Profile

Experience

• Several years of broad HR Generalist, HR Business Partner or HR Manager experience.
• Experience gained within manufacturing, chemicals, industrial or similarly operational environments.
• Strong understanding of German labour law and Works Council collaboration.
• Experience in tariff-bound environments is advantageous.
• Proven ability to manage end-to-end HR processes independently.
• Experience supporting operational leadership teams and workforce populations.
• Comfortable operating within an international organization.

Additional Experience Viewed Positively

• HR transformation and change management.
• Performance management implementation.
• Talent and succession planning.
• Payroll outsourcing projects.
• HR systems implementation.
• Organizational development initiatives.
• Experience supporting growth, restructuring or acquisitions.

Personal Characteristics

• Hands-on, pragmatic and solution-oriented.
• Strong business partnering capability.
• Comfortable challenging the status quo and driving change.
• Visible and relationship-focused leader.
• Credible advisor to management, employees and employee representatives.
• Self-driven and comfortable operating with a high level of autonomy.
• Strong communication and stakeholder management skills.
• Able to balance operational execution with strategic thinking.

Why Join?

• Newly created role with significant scope and visibility.
• Direct access to local leadership and meaningful influence on business decisions.
• Opportunity to shape and professionalize the HR function.
• International exposure within a global industrial organization.
• Broad end-to-end HR responsibility.
• Chance to play a key role in organizational transformation and future growth initiatives.
• Excellent opportunity for a strong HRBP to step into a broader site leadership position or for an HR Manager to take on a highly autonomous role with real impact.