HR & Workforce Strategy
Some HR challenges need a plan. Others need someone who can step in, take ownership, and move things forward – fast.
I work with organizations navigating complex people challenges: leadership gaps, restructurings, post-merger integrations, and HR system rollouts. Engagements that require both strategic thinking and hands-on execution.
Interim HR Leadership
When a senior HR role is suddenly vacant, the organization can’t wait months for the right permanent hire. I step in as interim HR leader – getting up to speed fast, maintaining continuity, and keeping people priorities on track while the search runs in the background.
Organizational Restructuring
Restructuring is never just an org chart exercise. It’s a people decision with business consequences. I help leadership teams design and execute restructurings that are strategically sound, legally compliant, and handled with the transparency employees deserve.
HR Integration in Mergers & Acquisitions
Post-merger integration is where most deals either succeed or fail. I manage the HR side of the integration – aligning structures, harmonizing policies, bridging cultures, and making sure people know where they stand.
HR Systems Implementation
A new HR system is only as good as its adoption. I manage the people side of HR system rollouts – stakeholder alignment, change impact assessment, communication, training, and making sure the system actually gets used.
From the Fields
HR Due Diligence: The People Side of M&A
Over the course of my career, I’ve experienced acquisitions from several perspectives – first as an HR leader guiding cultural transformation after a merger, later overseeing the integration of a corporate group, and eventually representing the acquiring company in reviewing a target’s HR operations. Across these experiences, I’ve learned that while financial diligence identifies the…
Pay Transparency in the EU: Regulation, Consequences and Change
Once I raised a pay equity issue. On that very day, I was taken off the talent list. I had felt proud when I was promoted into a higher-grade role with broad responsibilities, even though I found the salary low for the position. This unfortunate scenario often occurs when internal candidates are promoted without proper…
AI in HR: What We Must Get Right Before It Gets Wrong
The risks of AI in hiring became evident years ago, when Amazon discovered that its recruitment algorithm consistently downgraded applicants who mentioned women’s colleges or female-led groups on their résumés. Trained on ten years of historical data that reflected past hiring patterns, the system had “learned” that successful candidates were mostly men. (To be fair,…
The Illusion of Structure – When Behavior Does Not Follow Boxes
Structures built around people, not purpose. Reporting lines drawn to keep the peace because redefining roles feels uncomfortable. Leaders with two direct reports while others juggle twenty. Titles that don’t quite match responsibilities. You’ve seen this, too. Everything looks fine. Everyone has a place. In reality, it’s a quiet chaos. The kind that drains energy,…
Whistleblowing – Between Compliance Obligation and Cultural Courage
Since the adoption of the EU Whistleblower Protection Directive (2019/1937), companies with over 50 employees have been legally obliged to provide internal reporting channels and protect those who speak up. Hungary transposed the directive into national law in 2023, introducing whistleblower systems as a compliance requirement for all mid-sized and large employers. However, the transposition…
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