Clarity in chaos.
Sometimes you need immediate support. A solution for an urgent problem. Experienced thinkers who get stuff done. This is where I feel most effective!
About me
I'm an independent consultant based in Berlin, specializing in HR strategy, People & Culture, organizational development, and AI-driven transformation — with over a decade of experience across startups and mid-sized companies.
My background is anything but linear.
I built and led People & Culture functions up to VP level, took ownership of Marketing at a startup, and have been in the room during restructurings, leadership changes, and the kind of moments that test what a company is really made of.
Today I help companies that are growing, changing, or navigating complexity with a practical, people-first approach to digital transformation and modern HR.
Based in Berlin. Direct. Hands-on.
Freelance/Fractional/Interim HR Consultant
2019 - 2024 - Berlin - ROSALINA LOCLAIR BUSINESS ADVISORY
Act as a senior People & Transformation advisor to startups and mid-sized companies, leading restructuring, HR operating model redesign, and digital HR initiatives end-to-end.
Drive HRIS/ATS selection and implementation (incl. Personio, Greenhouse, etc.), process design, stakeholder alignment, and
internal communication to ensure adoption and measurable operational impact.
Advise executives on workforce planning, labour law considerations, organisational structure, and decision-making mechanisms during change and growth phases.
Build pragmatic recruiting strategies for critical roles (incl. AI/Tech), improving sourcing approach, funnel quality, and hiring velocity.
Selected projects:
Internatioal client: Supported a major restructuring process, advising on labor law and workforce planning.
Promedio GmbH/Osteopro: HR digitalisation, HRIS implementation, and launch of a modern corporate website (cross-functional
transformation).
Journee GmbH: advised on tech recruiting and talent strategy for senior AI profiles.
PTW Europa GmbH: first HRIS implementation, process design, and internal comms.
Focus areas: HR Strategy, Digital HR Transformation, HRIS/ATS implementation, Change Management, Restructuring, Recruiting, and Future Skills (AI in HR).
Vice President Culture & Brand
2019 - 2024 - Berlin - INSTAFREIGHT GMBH/CARGOMOTION
International scope: DE, PL, NL
Owned company-wide People & Culture strategy in a high-growth environment; partnered with founders and senior leaders on organisational effectiveness, leadership decisions, and culture.
Designed and scaled core people processes (performance, feedback cycles, leadership routines), ensuring clarity in roles and decision-making as the organisation grew. (aligns to the target role requirements, salary bands, strategic people planning)
Led and developed recruiting capabilities and processes, enabling critical hiring across business and tech functions; implemented KPI-driven steering for hiring performance.
Strengthened employer brand and internal communication (fire side chats, surveys, all hands, newsletter, company events) to support engagement, retention, and execution speed during rapid change.
Acted as senior point of contact for complex people topics (conflict resolution, escalation paths, leadership coaching), stabilising teams through growth, transformation and insolvency phases.
Head of HR
2015 - 2019 - Berlin - AVENSO GMBH (LUMAS /WHITEWALL)
International scope: DE, AT, CH, UK, US, FR
Built and scaled the HR function across the employee lifecycle while partnering closely with senior leadership in a fast-growing, international setup.
Member of a 5-person senior management core team steering the company through a sale and subsequent carve-out (sold to two buyers): supported separation of the legal entity/organisation, navigated cultural friction, and ensured continuity of people processes throughout the transition.
Led and developed a dedicated HR team and served as trusted sparring partner to leadership on organisational effectiveness, employee relations, performance matters, and sensitive people decisions.
Owned global talent acquisition across multiple countries - covering recruiting strategy, executive stakeholder management, and end-to-end delivery for critical roles.
Managed multi-country payroll operations (provider steering, compliance, accuracy, and process reliability) across DE, AT, CH, UK, US, FR.
Implemented and rolled out Personio/ Prescreen (HRIS/ATS) to standardise HR operations and recruiting, including requirements gathering, process design, structure/data setup, rollout communication and enablement.
Optimised HR operations and onboarding processes internationally to improve scalability, consistency, and compliance.
Recruiting Manager
2013 - 2015 - Berlin - ALLYOUNEED GMBH ( A DHL COMPANY)
International scope: DE, CZ
Started my HR career as HR Assistant and quickly took ownership of recruiting operations and end-to-end hiring processes.
Recruited e-commerce roles across multiple functions, partnering with hiring managers to define profiles, run structured interview processes, and close hires.
Supported the ramp-up of the central warehouse in Pilsen (Czech Republic) by hiring the local team and coordinating the end-to-end recruitment process
across locations.
Early Career in Hotel Management
2013 - 2015 - Berlin - HOTEL Q!/ Q! CASA/ M1
Vocational training and early hospitality operations roles (store manager, assistant to management, front office manager).
Case Studies
Scaling the People Operating System
Professionalization of the HR function
Designed and implemented a scalable HR operating model (core processes, ownership, governance, documentation standards) that could grow with the organization.
Built leadership routines and meeting cadences to improve clarity, alignment, and execution across teams (including role clarity and decision-making structures).
Developed recruiting foundations to support growth: funnel structure, interview loops, scorecards, hiring manager enablement, and consistent candidate experience.
Led and developed cross-functional People teams (up to 8 people) across Talent Acquisition, HR Ops, L&D and Office Management to execute reliably at pace.
Owned people analytics and reporting cadence to support leadership decisions (KPIs, trends, actionable insights rather than “vanity metrics”).
Crisis & Restructuring Execution (legal-safe, human, fast)
Multiple restructuring phases requiring speed, compliance, and high-quality communication under pressure.
Designed end-to-end “Day X” execution plans: timelines, stakeholder roles, escalation paths, documentation, and operational runbooks.
Partnered with legal counsel/lawyers to ensure labor-law compliance; prepared negotiation tracks and aligned internal decision-making.
Led communication strategy and messaging across leadership, managers and employees with a clear narrative, empathetic tone, and business realism.
Conducted sensitive employee conversations (notifications, 1:1s, exit discussions), ensuring dignity, clarity, and consistency.
Enabled leaders/managers with scripts, FAQs, guidance, and briefing sessions to reduce risk and prevent miscommunication.
Balanced “people-first” execution with commercial constraints and profitability goals - helping C-level move from uncertainty to action.
Leadership System: Cadence, Performance, Career Paths
Need to professionalize leadership practices and performance systems to scale culture and execution - especially in fast-growth or change-heavy environments.
Built leadership operating cadence: recurring routines, meeting structures, decision frameworks, and alignment mechanisms.
Designed performance management foundations: conversation guides, feedback rituals, performance templates, and manager enablement.
Developed learning & development structures and career path components (levels, progression logic, competency expectations, learning journeys).
Facilitated workshops and offsites: leadership alignment, hiring excellence, strategy translation into execution, and team operating agreements.
Provided ongoing sparring to C-level and senior leaders on people strategy, leadership effectiveness, and organizational design choices.
Executive Hiring for highly challenging roles
Recruiting for highly challenging roles
Designed and ran structured hiring processes for senior leadership and specialized roles (including tech/ML profiles): role definition, scorecards, interview loops, stakeholder calibration.
Strengthened funnel strategy: sourcing approach, outreach narrative, interview experience, decision process, and closing logic.
Enabled hiring teams to reduce bias and chaos: structured debriefs, aligned evaluation criteria, consistent candidate communication.
Advised leadership on trade-offs (timeline vs. quality vs. compensation vs. scope), ensuring decisions matched business reality.
Ensured a respectful, high-quality candidate experience even under time pressure - protecting employer reputation.
M&A / Transition Communication & Handover
Company sale /transition situation requiring stability, transparency, and clean handover
Supported leadership through the change narrative: what is known, what is not, what happens next—delivered in a calm, trustworthy communication flow.
Created transition and handover processes for HR operations and people-related responsibilities (documentation, ownership, timelines).
Structured employee information and Q&A formats to reduce rumors and minimize disruption during high-uncertainty phases.
Coordinated stakeholder communication across internal leadership and external parties as needed, ensuring consistent messaging.
Helped stabilize operations during the handover period so HR execution stayed reliable (no “everything stops because of M&A”).
HR Tech Rollouts: ATS/HRIS, Automation, Data Hygiene
Organizations needing efficiency gains, better data quality, and scalable tools—often during growth, transition, or operational overload.
Led ATS implementations and improvements (e.g., Greenhouse, Personio, Prescreen): workflow design, hiring stages, scorecards, permissions, templates, reporting setup.
Supported HRIS process optimization and adoption: aligning system logic with real operational needs, not “how the software wants it.”
Managed data cleanups, migrations and merges: removing duplicates, standardizing data structures, improving reliability for reporting and compliance.
Built documentation and enablement assets: SOPs, guidelines, FAQs, training sessions for HR teams and leaders to ensure adoption.
Created change and communication plans around rollouts to keep teams informed and minimize resistance or confusion.