Welcome on the DDIM-Website of Stefan Pahl
Stefan Pahl
HR with backbone and a sharp legal mind
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Contact data
Personal data
- Date of birth
- 04.01.1981 (Age:45)
Short profile
Intro
I support companies as an experienced Interim HR Manager with more than 15 years of leadership experience in corporate groups, mid-sized companies, and start-ups. With legal expertise (fully qualified lawyer, Second State Exam), I bring legal certainty, structure, and momentum to HR situations that require swift and professional handling – from restructuring and change processes to building efficient HR teams.
My assignments cover the full HR spectrum: from serving as HR Director EMEA with responsibility for 200 employees in 10 countries, to leading teams during restructuring phases, to acting as a hands-on HR Business Partner during transformational periods. I am well-versed in working with works councils, experienced with collective agreements, and highly skilled in implementing complex HR measures – including BEM, social plans, part-time models, stock programs, and HR system rollouts.
My assignments cover the full HR spectrum: from serving as HR Director EMEA with responsibility for 200 employees in 10 countries, to leading teams during restructuring phases, to acting as a hands-on HR Business Partner during transformational periods. I am well-versed in working with works councils, experienced with collective agreements, and highly skilled in implementing complex HR measures – including BEM, social plans, part-time models, stock programs, and HR system rollouts.
Experience overview
Employment Law (Fully Qualified Lawyer)
HR Leadership
Workforce Reduction Programs
Operational HR Management
Team Leadership / Stabilization
Pre- & Post-Merger Integration
HR Leadership
Workforce Reduction Programs
Operational HR Management
Team Leadership / Stabilization
Pre- & Post-Merger Integration
Tasks
- Building a Company / Business
- Merger & Acquisition
- Change Management
- Post Merger Integration
Functions
- Human Resources
- Legal / Law
Role in the company
- 2nd Level / Division Management / Department Management
- Consultant, Advisor
- Staff function / Expert / Specialist
- 3rd and 4th Level
Industry experience
- Automotive, Supplier
- FMCG
- Internet and Information Technology
- Food Industry
- Medien & Verlage
Type of company
- Start-up
- Medium-sized Enterprise
- Corporation / Group
Regions (Regions where you have proven experience)
- Europe (EU)
- Europe (not EU)
Languages
- German (Mother tongue)
- English (Business fluent)
- Dutch (Basic knowledge)
IM projects (self employed)
02/2025 - 05/2025 Duration: 4 months
Operational implementation and consulting for a workforce reduction program in a company bound by collective bargaining agreements (3-month assignment)
Börsennotiertes Unternehmen mit Metalltarifvertragsbindung
Börsennotiertes Unternehmen mit Metalltarifvertragsbindung
Company description
Engine Production and Development
- Number of employees in company
- 5000
- City / place
- Köln
Initial situation at the client
The company was required to restructure its development department, which involved a significant reduction in headcount. To avoid compulsory redundancies, a voluntary severance program was introduced to achieve the reduction in a socially responsible manner.
Mission
- Designing and presenting various exit models (e.g. severance, partial retirement, part-time options)
- Conducting individual consultations and negotiations with employees and supervisors
- Preparing case documentation for approval of high-cost exits through the internal decision committee (Executive Board level)
- Providing regular progress reports and proposing adjustments to the timeline and structure of the program
10/2024 - 02/2025 Duration: 5 months
Leading a dysfunctional HR team with a focus on HR transformation and HCM implementation
GfI IHK
GfI IHK
Company description
Development of new IT applications tailored to the requirements of the chambers of industry and commerce in Germany.
- Company turnover in Mio $
- 50 Mio USD
- Number of employees in company
- 370
- City / place
- Dortmund
- Internet
- https://www.ihk-gfi.de/
Initial situation at the client
Stabilizing and leading the HR team after a challenging prior management situation
Advising executive management on strategic and operational HR matters
Driving cultural change within the HR department—shifting from a blocking to a solutions‑oriented mindset (“We don’t” → “We can”)
Introducing and implementing a new HCM system to modernize HR processes
Area of responsibility (sales and employees)
Team of 8 direct reports
no revenue responsibility
Team of 8 direct reports
no revenue responsibility
Mission
- Taking stock of processes, responsibilities, and content within the HR function
- Clarifying roles and accountabilities inside the HR team
- Coordinating with the works council on the introduction of AI applications in HR
- Revising and updating the car policy with respect to compliance, cost-effectiveness, and sustainability
- Establishing a close, structured collaboration with the data protection officer to ensure GDPR compliance
Measures taken
- Documenting HR processes, responsibilities, and content—including identifying areas for improvement
- Clarifying role understanding and communicating responsibilities transparently
- Strengthening cooperation with the works council and building a foundation of trust
- Defining the car policy in collaboration with Fleet?Management and executive leadership, benchmarked against market practice
- Building a close, structured collaboration with the data protection officer to ensure GDPR compliance
Achieved Achievements
- Sustainable stabilization and strengthening of the HR team
- Establishment of a proactive, solutions-oriented HR culture
- Smooth rollout of the new HCM system, achieving high user adoption within the team
- Clear structures and processes as a foundation for efficient, accountable work
- Trust-based cooperation with key stakeholders (executive management, works council, data protection)
Special challenges
- Team lacking trust and with a history of micromanagement
- Works council and executive management are not communicating
- HR enjoys very low acceptance within the organization and is not perceived as value-adding
04/2024 - 07/2024 Duration: 4 months
Interim coverage of vacancy as HR Manager in Assembly at Deutz AG (4 months)
Deutz AG
Deutz AG
Company description
Engine production and development
- Company turnover in Mio $
- 1814 Mio USD
- Number of employees in company
- 5000
- City / place
- Köln
- Internet
- https://www.deutz.com/de/
Initial situation at the client
Shift operations had to be converted from a two‑shift to a single‑shift model while production was ongoing
Temporary agency contracts needed to be phased out
Negotiated pay protection measures and prioritized reassignment principles with the works council
Identified the need for an occupational reintegration (BEM) process due to high long‑term sickness rates in the assembly area
Area of responsibility (sales and employees)
3 direct reports
no revenue responsibility
3 direct reports
no revenue responsibility
Mission
- Reduction of shift operations from a two-shift to a single-shift model while production continued
- Management of the phase-out of temporary agency contracts
- Negotiation and implementation of pay-protection measures and prioritised redeployment principles in coordination with the works council
- Introduction of a structured occupational reintegration (BEM) process in response to high long-term sickness rates
- Legal review and clarification of existing flexitime, working-time, and NTG accounts
Measures taken
- Close collaboration with the specialist department and social partners to achieve a socially acceptable reduction in shifts
- Negotiation and implementation of pay-protection measures and redeployment principles
- Managing the phase-out of temporary agency contracts
- Introduction of a structured occupational reintegration (BEM) process in cooperation with the specialist department and the medical service
- Legal review and clarification of existing flexitime, working-time, and NTG accounts
Achieved Achievements
- Successful reduction of shift operations while production was ongoing
- Smooth phase-out of temporary agency contracts
- Successfully negotiated and implemented pay-protection measures and prioritized redeployment principles
- Introduction of a structured occupational reintegration (BEM) process
- Legal review and clarification of existing flexitime, working-time, and NTG accounts
Special challenges
- Comprehensive preparation of all necessary processes and documentation for a potential short-time work order
- Damaged trust relationship between the specialist department and the supporting HR team
Work history (permanent employment)
05/2020 - 05/2023 Duration: 37 months
HR Director EMEA
Kornit Digital Europe GmbH
Kornit Digital Europe GmbH
Development, sales, distribution, and maintenance of digital textile printing machines.
- City / place
- Düsseldorf
Remarks
Management team member reporting to the CEO
Full HR responsibility for EMEA. Led an international HR team (3) and oversaw 200 employees across 10 countries
Scaled headcount from 65 to 200 in three years
conducted due diligence for acquiring a machinery manufacturer and managed post‑merger integration
established EU‑wide fleet management
corrected a stock‑based compensation plan
Goal: growth, integration of new business fields, efficiency, risk mitigation, and a strong social partnership.
Management team member reporting to the CEO
Full HR responsibility for EMEA. Led an international HR team (3) and oversaw 200 employees across 10 countries
Scaled headcount from 65 to 200 in three years
conducted due diligence for acquiring a machinery manufacturer and managed post‑merger integration
established EU‑wide fleet management
corrected a stock‑based compensation plan
Goal: growth, integration of new business fields, efficiency, risk mitigation, and a strong social partnership.
01/2017 - 04/2020 Duration: 40 months
HR Business Partner international
Alpro GmbH / Alpro Nederlands BV
Alpro GmbH / Alpro Nederlands BV
Sales and distribution of plant‑based milk alternatives
- City / place
- Düsseldorf
Remarks
Member of the DE/NL management team;
led local organisational development & change during the WhiteWave → Danone transition
Responsible for the integration project, leadership development, +30 % team growth (2017), rollout of unified HR systems, and cross‑border collaboration
Built stable management structures and contributed to double‑digit sales growth in 2017/18.
Member of the DE/NL management team;
led local organisational development & change during the WhiteWave → Danone transition
Responsible for the integration project, leadership development, +30 % team growth (2017), rollout of unified HR systems, and cross‑border collaboration
Built stable management structures and contributed to double‑digit sales growth in 2017/18.
11/2014 - 12/2016 Duration: 26 months
HR Manager
Eden Water & Coffee Deutschland / Nestle
Eden Water & Coffee Deutschland / Nestle
Sales and distribution of water and coffee solutions for businesses
- City / place
- Neuss
Remarks
Responsibilities:
HR contact for managers (HR, labor law, policies); support of business transfer; liaison with works council; lead recruiting.
Tasks:
Advise managers on HR topics; coordinate legal aspects of Nestlé Waters to Eden transfer; develop and negotiate works agreements; manage recruiting process.
Objectives:
Ensure compliant, efficient HR processes; smooth business transfer; strong cooperation with works council; attract qualified talent.
Responsibilities:
HR contact for managers (HR, labor law, policies); support of business transfer; liaison with works council; lead recruiting.
Tasks:
Advise managers on HR topics; coordinate legal aspects of Nestlé Waters to Eden transfer; develop and negotiate works agreements; manage recruiting process.
Objectives:
Ensure compliant, efficient HR processes; smooth business transfer; strong cooperation with works council; attract qualified talent.
09/2012 - 08/2014 Duration: 24 months
HR Manager
Endemol Deutschland Holding GmbH
Endemol Deutschland Holding GmbH
TV production company
- City / place
- Köln
Remarks
esponsibilities:
Key HR contact for managers; oversee recruitment; liaise with Global HR, Legal, and departments.
Tasks:
Develop contracts and agreements; create and evaluate surveys; plan exchange program (not implemented); ensure legal HR practices.
Objectives:
Establish clear HR rules; improve recruitment; boost engagement; support global HR initiatives.
esponsibilities:
Key HR contact for managers; oversee recruitment; liaise with Global HR, Legal, and departments.
Tasks:
Develop contracts and agreements; create and evaluate surveys; plan exchange program (not implemented); ensure legal HR practices.
Objectives:
Establish clear HR rules; improve recruitment; boost engagement; support global HR initiatives.
Education
05/2005
- 08/2012
Studium der Rechtswissenschaften und Rechstrefendariat
Universität zu Köln
Universität zu Köln
Notes / specifics
Die Ausbildung zum Volljuristen in Deutschland besteht aus zwei staatlichen Prüfungen: dem Ersten und dem Zweiten Staatsexamen. Zunächst wird ein rechtswissenschaftliches Studium an einer Universität absolviert, das mit dem Ersten Staatsexamen abschließt. Daran schließt sich das Referendariat an – eine zweijährige praktische Ausbildung in verschiedenen Stationen wie Gerichten, Staatsanwaltschaft, Verwaltung und Anwaltskanzleien. Mit dem Zweiten Staatsexamen wird die Befähigung zum Richteramt erworben, womit man als Volljurist gilt und alle klassischen juristischen Berufe ergreifen kann.
Die Ausbildung zum Volljuristen in Deutschland besteht aus zwei staatlichen Prüfungen: dem Ersten und dem Zweiten Staatsexamen. Zunächst wird ein rechtswissenschaftliches Studium an einer Universität absolviert, das mit dem Ersten Staatsexamen abschließt. Daran schließt sich das Referendariat an – eine zweijährige praktische Ausbildung in verschiedenen Stationen wie Gerichten, Staatsanwaltschaft, Verwaltung und Anwaltskanzleien. Mit dem Zweiten Staatsexamen wird die Befähigung zum Richteramt erworben, womit man als Volljurist gilt und alle klassischen juristischen Berufe ergreifen kann.
Documents and files
307.05 KB
Infodatei / Präsentation
Übersicht bisheriger Mandate und Executive Summary
259.26 KB
CV
Übersicht Stationen in der Festanstellung und Ausbildung