Michael Roehrig

- Etablierung einer strategischen Lernfunktion bei Freudenberg Performance Materials - Bedarfsklärung, Design und Durchführung von globalen Führungsentwicklungsprogrammen - Organisationsentwicklungsmaßnahmen zur Unterstützung interner Veränderungsinitiativen und strategischer Geschäftsinitiativen - Zusammenarbeit mit globalen Management Teams und den jeweiligen Personalmanagern - Strategisches Coaching für Senior Manager in Bezug auf interne Veränderungsinitiativen und strategische Geschäftsinitiativen

- Trusted advisor of leadership teams for the development of strategy, organization, and culture - Expert on innovative approaches to change leadership (Theory U, Emerging Change, Dialogic Organization Development, etc.) - Design and facilitation of high impact workshops and conferences - Design and delivery of international Leadership Development programs for all levels - Positioning or re-positioning HR Teams as strategic partners to the business - Building for change and transformation consulting

- Architect and lead facilitator for SAP's Executive Development Program (Leadership Development) - Enabling and coaching trainers and facilitators to deliver the Executive Development Program - Consulting on internal change initiatives in specific business units (Organizational Development) - Consulting on strategic business initiatives such as SAP's strategy cascade (Corporate Development) - Consulting on nurturing an innovation culture in specific business units (Cultural Change)

- Implement and adopt people agenda and L&D portfolio within OnPremise Delivery Board Area (People Development) - Consult on internal change initiatives in specific business units (Organizational Development) - Support strategic business imperatives (Corporate Development) - Build change leadership capabilities across the Board Area - Further evolve the L&D Partner Organization into a professional internal consulting group - Target group OPD Board Area had about 30,000 employees

- shape and establish organizational design guidelines - enable change capabilities with leaders, HR business partners and across the business - closely cooperate with senior level stakeholders - deliver special dedicated interventions as part of global transformation programs - guide, influence and develop the change agent community

- Facilitation and consulting with senior management teams (strategy development and review, innovation, future business opportunities, management 2.0, change leadership, large group interventions,... )

- Global responsibility for leadership development for ABB Middle Managers (strategizing, design, sourcing, training and coaching of facilitators, lead facilitator role in 4 continents, working with leaders from more than 30 countries) - Established innovative leadership development program (a 9-month learning journey) globally which more than 2000 middle managers have attended

- Developed business model for global Learning & Development function - Developed framework for organizational development - Designed and delivered facilitation and consulting workshops for capability building for business partners from HR, Finance and IT - Consulted leaders with change and transformation challenges

- Established a common Learning & Development function in the ABB region Central Europe (serving 15 countries and 26.000 employees) - Provided organizational development support to line managers (strategy development, change initiatives) - Established best practices and common frameworks for leadership development, learning & change

- Consulted and facilitated in large scale change projects in various industries (e.g. cultural change, strategic renewal, restructuring, IT implementation) - Developed and facilitated high performance teams (management teams, project teams, work teams) - Coached leaders, project managers and staff regarding professional roles and responsibilities, personal development and implementing change

- Provided advice and coaching for target group of 120 managers and 1000 employees with regard to career and organizational development - Designed and managed change processes on team and department levels - Lead project team for capability building of 45 HR business partners and internal change agents - Contributed to design and implementation of the strategic Human Resources Development function

- Monitored internal organizational development project - Thesis (Diplomarbeit) on Organizational Development project in the HR function - Developed practice for training needs assessment - Contributed to initial public offering of medium sized corporations - Prepared analysis of market potential for international business - Contributed to international credit agreements - Advised corporate clients regarding their daily banking activities

- Marketed and administered sales promotion program

- Processed and monitored large corporate credits

Studienschwerpunkte: Organizational Development & Change, HR Management, international Finance