Curriculum Vitae Walter Schneider

Transcription

1 Curriculum Vitae Walter Schneider Personal Details Name and Surname: Walter Schneider Date of Birth: 12 th November 1958 Nationality: German Marital Status: Married Address: Koenigsbergerstr. 104, Ingolstadt, Germany Telephone Numbers: (Mobile), (Home Office), (Home Office Fax), Educational Qualifications : AKAD Academy- Business Management study, participation in Human Resources and Organisation (Distance Learning for 2,5 years not finalized) : Handelsfachwirt (Advanced Master of Trade Certification), AEVO IHK (Certified Apprenticeship Trainer) : Einzelhandelskaufmann (Certified Retail Salesman Apprenticeship) : German Federal Armed Forces Car Pool Administration : Fachoberschule (Wirtschaft), Specialized Secondary School Degree : Advanced Technical College Certificate (Economics) : Gymnasium Degree: University Entrance Diploma : Grundschule - Elementary School Additional Training Languages IT Knowledge Several Management-, Leadership- HR-, and Labour Law Courses e.g. Senn Delaney, Teambuilding (Belbin), Change Management, Labour - & Co-Determination Act, Positive Impact, Presentation & Moderation, Tax & Expatriate Training, Microsoft Training etc. English, German (mother tongue) - all fluent Payroll software: Loga, Paisy, SAP, HCM HRIS Business: Microsoft (Word, Excel, Powerpoint) Others: Lotus Notes, POS TEC, Microsoft -Projects CV Walter Schneider Page 1

2 Work Experience 01/2013 today Payroll Manager Germany Munich Transferring from an ad -interim Payroll Manager role into a permanent role: I. Payroll Services and accountability for all Amazon concern related companies in Germany - Including up to employees and - app. 10 entities - leading a central Payroll team in Munich. II. Major job responsibilities: - Timely and accurate preparation of the monthly payrolls and work closely with HR Corporate, HR Operations, Stock, Mobility and Accounting to ensure that payroll actions are in compliance with employment, benefit practice, local tax and social security legislation and accounting standards. Ensure compliance with SOX and Internal Audit regulations. - Critically review and analyze current payroll, benefits and tax procedures in order to recommend and implement changes leading to best-practice operations - Automation and project management with 3rd party vendors and partner departments to develop, test and implement automation in a complex payroll infrastructure including Paisy, Peoplesoft and various time and labour applications. - Implement new companies either through acquisition and or new set up, for the German region but also for other countries - Participation in business re-engineering activities to support acceptance, implementation and increase effectiveness for the payroll team. This includes working with several project teams across the globe. 12/ /2012 Management & HR Consultant, HR Interim Mgr (Freelance Profession) HR activities are spread across several branches with focus on e.g. international Franchise companies, automotive and OEM supplier delivering HR service in operational and consulting environment ( HR Interim Management, HR Executive Search & Recruitment, HR Start UP und M&A Consulting, HR Process Analysis & HCM /HRIS Implementation, HR Project Management international. Connected and linked within the HRCI Partner Net! according to the dimension of business request. 07/2012 Interim Payroll Manager Germany Munich 03/2012 Consulting Project HR Audit & organizational design Project with a leading transport & logistic company reviewing HR processes, infrastructure, HR function and organization, set up of the HR department, (re) design of the payroll and HRIS/HCM architecture. 03/ /2012 HR Interim Manager Germany & Project Lead for the Payroll/HCM (HRIS) Implementation The role is an internal Interim Manager role covering about 1000 employees on several larger locations across Germany. The EuroMaint Rail Group belongs to a Swedish concern and is a leading train and waggon maintenance and repair company in Europe. Focus of the HR manager role (Sen. Management level) CV Walter Schneider Page 2

3 covers the full portfolio of the HR business inclusive training and payroll. Beside the HR day to day business this Interim role requires the implementation & change into a common payroll infrastructure incl. HRIS / HCM system to streamline the decentralized HR processes. Union negotiations (3 unions) as well as various work councils levels need to be included in the HR Management activities and negotiation of several Collective Agreements plus a Tariff as well. Prolongation due to a payroll implementation project, which includes payroll, BPS and outsourcing as well as introduction and set up of an HRIS system (HCM). 07/ /2011 Payroll Service Interim Management The role is an internal key contact and single accountable person for payroll and payroll process execution within an international operating IT & Software company. App employees are within the related payroll service ( 3 German entities ) and also a broad expatriate community. HR & Payroll Service Interim Management as single contact and coordinator for all payroll needs. Interface for the operational environment of payroll, which ensures that the payroll data are correctly gathered, evaluated and executed within the timeframe and SOX rules. The role is linking the functional needs of Human Resources, Finance, Payroll Provider (ADP-Global View /SAP) and external service provider mainly covering bank statements, fleet management and old age/insurances for about employees. Questions are also covering Comp & Ben, Expatriate, Tax and Social Security as well as conflict escalation. It is a specialist and strongly Finance bound Interim role. 05/ /2010 HR Consultant Project design and execution of HR Review/ HR Audit, HR process analysis to improve HR Service and Quality requirements. This includes payroll (Navision) and required an evaluation of future HR processes and changes of key findings by SWOT Analysis, HRIS/HCM infrastructures. (HR Consulting Services, fine-tuning the HR strategy and HR tactics, demonstrating the organizational options for a future improved HR platform). Adaptation of processes, handbooks, SWOT Analysis and sharing best practice through survey and conversation with functional- leaders incl. Sen. Management (Executive) Search & Headhunting parallel to on-going Interim projects Successful placed Executive Search projects on Board level (confidential) 10/ /2009 HR Consultant Project lead to set up a web portal IT team including market analysis and content concept (B2B, B2C) 12/ /2008 HR Interim Management 02/ /2010 Starting as maternity leave replacement within a production plant of an US international concern and prolonged several times for different focus and accountability of projects and Interim management duties in several entities. CV Walter Schneider Page 3

4 The role was providing tools, engineering and automotive services and special machines and car tool products. Focus: Recruitment, Administration, HR programs, payroll and audits from tax / social security authorities. The branch focus on one entity within the US concern included car OEM and engineering services. The accountability included 3 sites with office & sales and production plant. Key effort was restructuring and re-organisational issues. Important initiatives: Introduction of short time work (KUG), redundancy and restructuring projects, closing and partly relocation of one subsidiary (Logistic / warehouse) and relocation to Munich (Customer Service & Finance), Coordination of payroll related process changes caused through an entity restructuring, which includes also new AÜG allowance organization (Manpower Leasing Allowance) 01/ /2008 HR Consulting / HR Project Management Introduction /Set Up of operational HR tools e.g. Performance Management, Bonus, Controlling etc. for a Service & Retail based international operating company (B2B & B2 C). 08/ /2007 Burger King GmbH, Munich (International Fast Food Brand) Burger King GmbH, Munich is accountable for the regional division covering Central Europe ( & Eastern Europe) and is a 100% subsidiary of Burger King Corporation, Miami. BKC is one of the worldwide leading Fast-Food-Companies. Burger King has been founded 1954 in Miami / Florida. With more than outlets across the world BK has developed within 60 years the Franchise and Company business to one of the internally leading Quick-Service Restaurant Chain. In Germany Burger King is present with more than employees in the BK system including about 600 Company- und Franchise managed Restaurants. Germany does play a key role for BKC due to the 2 nd highest company owned restaurant portfolio, which manages more than 5000 employees. Key areas of responsibility: - Total HR portfolio covering strategic planning and tactical /operational execution of global and local HR requirements: Recruitment (structure) and operational guidance People development, including tools and coaching Succession Planning for Management upwards Employee Relations and Press Management Compensation & Benefits Compliance etc. International HR experience and accountability for company owned restaurants (D,NL,S) but also for BK employee s working locally or been seconded to provide service and support to our Franchise community (F,N,DK,P,A,CH,I,H) - Budget owner for about 2 Mio G&A with several direct reports located in Central Europe and previously also in Sweden - Payroll Management, G&A Balance Sheet accountability, Office Management, Training Accountability for all employee s and app. 150 apprentices, with up to 20 direct reports currently located in Germany and Holland. - Development, implementation and project ownership for a major HR Information System (HCM-IRIS), organisational Development, Process alignment and process leadership (SOX), in-and external project management with consulting and IT suppliers CV Walter Schneider Page 4

5 - Collective Agreement negotiation, work council cooperation, Monitoring and alignment of legal and safety regulations - Franchise Consultation, company acquisition in relationship with HR matters - Change Management due to several organisational changes : e.g. Re- Engineering, Reorganisation, IPO, Due Diligence Projects. 08/05 12/07 08/98 07/05 05/94 07/98 12/91 04/94 08/85 11/91 HR Director, Central Europe - with proxy (Germany, Netherlands, Switzerland, Austria, Hungary, Poland, Eastern countries and new country entry process) HR & Training Director, Germany & Northern Europe-with proxy (Germany, Sweden, Norway, Denmark) HR & Training Manager Germany HR Manager, Central & Eastern Europe (Germany, Hungary, Poland) HR & Training Manager, Germany (Wiesbaden & Munich) Key responsibilities within Burger King and during several regional accountabilities : a.) Business scope: All functional HR categories for approx employees currently in Central Europe. Work councils have been managed in 3 company operated countries (NL/D/S). The role provides service and guidance as business partner to (international) functional heads, specifically Restaurant Operations and Franchisees. Consultation and sharing best practise across the BK system is a major HR competence to utilize infrastructure and tool kits. b.) HR scope: Focus on HR programmes, talent development, training initiatives, recruitment, employer branding, compensation and benefits including payroll processing, payroll accounting and balance sheet, HR Information System, budgeting and all labour law related compliance, conflict management inclusive contract management. Several direct reports in headquarters and in field based positions belonging to HR. This includes Payroll, Office Management, HR Legal for both countries (NL/D).Full range of strategic and tactical initiatives needed to align global and local processes and programmes across the different departments. Close networking with other companies in our market segment to ensure lobbying, Union approach and Collective Agreement negotiation. HR is participating in employer associations, which represent the international brands in the German FMCG. c.) Reporting scope: Close reporting to US or EMEA in a functional matrix organisation. Role is also to cascade down global initiatives with integration of local structures with best usage of organizational capabilities. Apply to and monitor new SOX requirements, which became additional priorities after BKC, Miami moved into a public registered company since May d.) Business partner scope: Various projects accountability e.g. HR service in Franchise acquisitions, global programmes, introduction of new payroll and HRIS systems, co-operations with national Safety & Protection Authorities (Employer Liability Assurance Berufsgenossenschaft), press and media statements and key contact together with PR, crisis management, active member of Fast Food Employer Association (Bundesverband der Systemgastronomie) etc. 10/79 07/85 HR Manager Retail Market, Company Group Hurler now Metro Group CV Walter Schneider Page 5

6 The METRO Group is positioned at the most important international operating retail / trade concerns: app outlets in 31 countries with app employees from about 150 nations. The business portfolio covers strong brands for private and business customers e.g. Metro Cash & Carry, Real & Extra, Media Markt & Saturn, Galeria Kaufhof. The Metro Cash & Carry division is an internationally leading company for self service in retail & wholesale area. This business division is accountable fort he highest sales volume in the international sales line of the METRO Group with over 600 outlets in 29 countries. 10/84-07/85 07/83-09/84 11/82-06/83 02/82-10/82 HR Manager, HUMA Pfarrkirchen ( Retail Market) HR Manager, IKS Munich ( Retail Market) HR Assistant, IKS Munich (Retail Market) HR Associate, IKS Muenchen (HR & Payroll Assistant) Senior Management Education & Traineeship in Hurler Group: 02/81-01/82 10/79-01/81 Handelsfachwirt (Advanced Master of Trade Certification) Einzelhandelskaufmann (Certified Retail Salesman Apprenticeship) Key responsibilities: Payroll, Shopping Mall & Market Administration, Apprenticeship Training, Recruitment, Work Council, Budgeting, Sales & POS Projects, accountable for app. 400 employee covering legal, contract, individual development, recruitment and succession planning. Notice period negotiable with employer / freelance projects Compensation upon agreement Some references on request. Other references from internal or external sources are available and can be chosen on request e.g.: HR Interim & Consulting Tony George Stephen Cerrone Pascal Le Pellec Andre Lacroix External Business Partner references referring from clients on request. Some written references are also available. References from my Interim mandate clients on request (VP HR, HR Mgr. Managing Director of: Fred Butler, SPX, Arbumed, Microsoft/Hays, Euromaint, Meyer Logistics, Vapiano). Written references are available on request. (Vice/ President HR for Starbucks, Vodafone & Inchcape) - former VP HR BK International, London (President HR, Sara Lee, US) former HR President BKC (GM, Agapes, France) former General Manager Central Europe (CEO Inchcape, UK) former President BK International Based on close project relationship s with several companies focusing on payroll-, outsourcing or other HCM software developer as well as CV Walter Schneider Page 6

7 other HR business partner, there is also the opportunity to ask for outside references. Walter Schneider CV Walter Schneider Page 7