Curriculum Vitae Walter Schneider

Curriculum Vitae Walter Schneider
Personal Details
Name and Surname:
Date of Birth:
Nationality:
Marital Status:
Address:
Telephone Numbers:
Walter Schneider
12th November 1958
German
Married
Koenigsbergerstr. 104, 85053 Ingolstadt, Germany
0049 172 8904134 (Mobile),
0049 841 9610 -218 (Home Office),
0049 841 9610 – 217(Home Office Fax),
E-mail: [email protected]
Educational Qualifications
1982 – 1984:
AKAD Academy- Business Management study, participation in
Human Resources and Organisation (Distance Learning for 2,5 years –
not finalized)
1981 – 1982:
1979 – 1981:
Handelsfachwirt (Advanced Master of Trade Certification),
AEVO –IHK (Certified Apprenticeship Trainer)
Einzelhandelskaufmann (Certified Retail Salesman – Apprenticeship)
1978 – 1979:
German Federal Armed Forces – Car Pool Administration
1976 – 1978:
Fachoberschule (Wirtschaft), Specialized Secondary School
Degree : Advanced Technical College Certificate (Economics)
Gymnasium – Degree: University Entrance Diploma
Grundschule - Elementary School
1969 – 1976:
1965 – 1969:
Additional Training
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.
Languages
English, German (mother tongue) - all fluent
IT Knowledge
CV Walter Schneider
Payroll software: Loga, Paisy, SAP, HCM – HRIS
Business: Microsoft (Word, Excel, Powerpoint)
Others: Lotus Notes, POS – TEC , Microsoft -Projects
Page 1
Work Experience
01/2013 – today
Payroll Manager Germany – Munich
www.amazon.de
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 30.000 employees and
- app. 10 entities
- leading a central Payroll team in Munich.
II. Major job responsibilities:
-
-
-
12/2007 – 12/2012
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.
Management & HR Consultant, HR Interim Mgr
(Freelance Profession)
www.hr-consulting-international.de
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
www.amazon.de
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.
www.meyer-logistik.de
03/2011 – 04/2012
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
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).
www.euromaint.com
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. 2500 employees are within the related payroll service ( 3
German entities ) and also a broad expatriate community .
www.microsoft.com
07/ 2010 – 01/2011
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
2.500 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 -06/2010
HR Consultant
Project design and execution of HR Review/ HR Audit, HR process analysis to
improve HR Service and Quality requirements.
www.vapiano.com
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.
2008 - 2010
(Executive) Search & Headhunting parallel to on-going Interim projects
Successful placed Executive Search projects on Board level (confidential)
10/2009 -11/2009
HR Consultant
Project lead to set up a web portal IT team including market analysis and content
concept (B2B, B2C)
www.arbumed.de
12/2007 - 10/2008
02/2009 - 04/2010
HR Interim Management
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
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)
www.spx.com
01/ 2008 -05/2008
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).
www.fredbutler.de
08/1985 -11/2007
Burger King GmbH, Munich (International Fast Food Brand)
www.burgerking.de
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
11.000 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 20.000 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
-
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
HR Director, Central Europe - with proxy (Germany, Netherlands,
Switzerland, Austria, Hungary, Poland, Eastern countries and new
country entry process)
▪ 08/98 – 07/05
HR & Training Director, Germany & Northern Europe-with proxy
(Germany, Sweden, Norway, Denmark)
▪ 05/94 – 07/98
HR & Training Manager Germany
▪ 12/91 – 04/94
HR Manager, Central & Eastern Europe
(Germany, Hungary, Poland)
▪ 08/85 – 11/91
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. 6.000 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 2006.
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
www.metrogroup.de
CV Walter Schneider
Page 5
The METRO Group is positioned at the most important international operating retail / trade concerns: app.
2.400 outlets in 31 countries with app. 290.000 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
HR Manager, HUMA Pfarrkirchen ( Retail Market)
▪ 07/83 - 09/84
HR Manager, IKS Munich ( Retail Market)
▪ 11/82 - 06/83
HR Assistant, IKS Munich (Retail Market)
▪ 02/82 - 10/82
HR Associate, IKS Muenchen (HR & Payroll Assistant)
Senior Management Education & Traineeship in Hurler Group:
▪ 02/81 - 01/82
Handelsfachwirt (Advanced Master of Trade Certification)
▪ 10/79 - 01/81
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
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.
▪ Tony George
(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
▪ Stephen Cerrone
▪ Pascal Le Pellec
▪ Andre Lacroix
▪ External Business Partner
CV Walter Schneider
Page 6
other HR business partner, there is also the opportunity to ask for
outside references .
Walter Schneider
CV Walter Schneider
Page 7