01/2026 – 06/2026

Establish a trusted HR controlling function for Offshore Wind that measures, monitors, and reports workforce efficiency and effectiveness to senior leadership, aligned with the client growth plan in offshore wind.

Primary Objectives:

• Design and deliver executive grade management reports on HR efficiency for Offshore Wind
• Implement a repeatable reporting cadence with robust definitions, controls, and auditability across the clients HR stack (SAP / SuccessFactors).
• Provide insights and actions that support Offshore capacity build out, project delivery, and operational excellence.

Key Responsibilities:

1. Reporting Framework & Governance (Offshore)
2. Define a KPI architecture reflecting the clients segment view (Offshore), focusing on delivering efficiency program outcome.
3. Establish data governance (validation, reconciliation to payroll/finance, versioning), and role based access.

1. Data Management & Measurement (clients HR Stack)
2. Maintain a single source of truth for headcount/FTE focusing on efficiency program

1. Report Design & Delivery (Executive Grade for Offshore)
2. Monthly Executive Dashboard Quarterly Management Report with:
3. Executive Summary (signals, risks, actions).
4. Variance Analysis (plan vs. actual; forecast vs. actual; staffing vs. project schedules).
5. Root Cause & Action Tracker (initiative list, owners, deadlines, impact).
6. Delivery in Power BI
7. Ad hoc analyses for Board Senior Management

Deliverables (Offshore)

1. Executive Reporting Pack (Monthly Quarterly) – Power BI/Tableau dashboards plus PPT/PDF with narrative and action list.
2. Quarterly Efficiency Review – deep dive on staffing & onboarding, learning compliance, benefit realization supporting capacity additions.
3. Forecasting & Scenario Models – headcount & cost projections linked to project schedules/milestones.
4. Action/Initiative Tracker – owners, milestones, status, expected € impact.

Tools & Systems (clients Offshore Stack)

• Source Systems: SAP (Recruiting, Learning, Performance & Goals, Succession, Compensation); Payroll; Time & Attendance; Finance/CO.
• Analytics & Reporting: Power BI; Excel for reconciliation; PPT for executive pack.

Roles & Responsibilities

• HR Controller (Offshore): Own framework, validations, narrative, and exec delivery.
• BI Analyst/Data Engineer: Build/maintain reporting and models

Qualifications:

• Bachelor’s/Master’s in Business, Finance, HR Analytics, or related field.
• 5 years in HR Controlling/People Analytics within complex, project‑driven organizations (energy/engineering a plus).
• Proficiency with Power BI/Tableau, advanced Excel; experience with SAP SuccessFactors (Recruiting, Learning, Performance & Goals, Succession, Compensation).
• Strong data quality and governance mindset; comfort with reconciliations and audit trails.
• Excellent communication skills—able to write executive summaries and present to senior leaders.
• Working knowledge of German HR compliance (DSGVO, co‑determination) and familiarity with contingent workforce processes is a plus.
• Fluent in English and German.

Competencies:

• Analytical rigor & problem‑solving
• Stakeholder management & influence
• Business acumen (project delivery, cost/benefit)
• Data governance & attention to detail
• Clear executive communication (visuals narrative)

Success Measures:

• On‑time, accurate executive reporting
• Actionable insights adopted by Offshore leadership; benefits realized vs. plan
• Reduced data issues; strong audit trail and compliance