Markus David

• Participate and contribute to the design and delivery of the people strategy and actively engage in the global people and business line management teams while acting as the people voice for Germany and its respective businesses • Accountable for managing a consistent and cost-effective People service, operationally and strategically, to German employees residing in multiple locations, business lines and cost centers • Act as a trusted and assertive Partner to the CHRO NECEMEA, CEO Germany, the German Boar

• Lead and inspired the People team of People Consultants, Learning and Development, Talent Acquisition and People Operations • Steered the group-wide change and transformation initiatives • Creatively enhanced employee brand both internally and externally, so the business is seen as an employer of choice and a great place to work • Developed a people strategy, action plan and roadmap with associated measurement, that supports the culture of NEW-Group • Partnered closely with key stakeholders to diagnose

Reorientation/control of a future-oriented HR management for the DACH region; counterpart for the management on HR strategy; design of change and organizational development measures; continuous development and enhancement of innovative HR concepts, processes and structures; responsibility for a sustainable employee portfolio; cooperation with global HR contacts of NTT Group; initiation/ management of HR projects; cooperation with the works council

• HR Site Head in Germany (North Rhine-Westphalia) • Act as the functional leader of the HR Site Head in Hungary • Reported directly to the global HR BP Operations in the HQ • Member of the local Management Team and the site management team • Lead an HR team of about 12 employees • Interfaced towards the local works council • Provided HR services to about 1.900 employees and managers • Lead and contributed to site specific projects as well as local and global HR projects • Implemented the HR roadmap by est

• Lead the Human Resources organization in the assigned company • Worked closely with corporate HR on strategic initiatives to drive the global HR agenda • Worked with leadership on business needs and build HR strategies to support those needs, including identifying most effective organization structure, organization and individual capability needs and resource needs • Developed and implemented effective strategies to enable the organization to thrive through periods of change (e.g. internal growth, reorga

Managed the HRD/OD, Recruiting & Employer Branding team composed of three direct reports • Identified development needs in all lines of business • Headed a group-wide HR IT-Tool implementation project for recruiting, employee data and learning management system (Umantis) • Designed and conceptualized group recruiting initiatives and standards (e.g. attraction, selection, development, onboarding, active sourcing for key functions) • Actively contributed to global talent and learning initiatives to ensure r

Managed the HRD & OD team composed of seven direct reports and four functional employees Main areas of responsibility: • Assessed the current state of Learning & Development and developed a strategy for the company’s HRD program and corporate academy • Set up of a groupwide Competence Center of HRD & OD (Center of Expertise) as model for customer service • Created a platform that fosters best practice and knowledge sharing and unleashes the potential of the company’s employees • Maintained a performance,

• Managed project for strategic HRD issues (TOP /core projects), • Implemented a group-wide management evaluation and supporting IT-Tool (stepstone) in 10 European countries • Designed and conceptualized HRD initiatives for EU – e.g. talent and succession management, coordinated group-wide implementation in cooperation with all regional HRD departments • Established and maintained an international project community with the goal of promoting the implementation in individual countries, laid the foundation fo

• Developed and maintained corporate competency evaluation model used for approx. 3.000 executives • Designed expert career path basics alongside existing programs • Led the HRD transformation project office focusing on the introduction of the HR Business Partner model • Developed and implemented “Talent Management Finance” (project sponsor: CFO) concept and definition of specific career paths in Finance • Consolidated group-wide management development of KPI´s and set up an HRD cockpit to distribute releva

• Introduced first group-wide IT based international employee survey (90,000 participants in six European countries) • Facilitated performance evaluation and development conferences (panels) for executives • Produced design process and implemented performance evaluation processes for employees and managers • Administered several change management processes • Additionally: MBA student at University of Augsburg

• Responsible for budgeting of a non-SAP software development team • Administered HR software implementation and strategy projects on stock option plan administration • Managed Team of 24 Project Managers and Software Engineers

• Managed recruiting, HR marketing and contracts • Administered leadership development (attract, select, develop, retain) and consulted with top managers • Spearheaded Cultural Change Management Projects (HR Due Diligence and HR M&A projects)

Modul 1: My personal Leadership Excellence Modul 2: Leading High Performance Teams Modul 3: Leading a Transformation Journey