From strategy to implementation
For medium-sized companies and corporations that want to reduce the burden on HR, simplify complexity, and enable informed decisions. Without tool activism. Without consultant dependency.
Initial strategic consultation
on HR process and HR IT decision-making capabilities
Management capability instead of a collection of processes
You will receive a clear target vision of your HR processes with defined roles, interfaces, and responsibilities.
This creates transparency, reduces friction, and enables decisions to be made based on structure rather than gut feeling.
Relief through consistent process logic
We identify focus processes that involve a high level of manual effort and have potential for automation.
This reduces operational routines and creates noticeable freedom for strategic HR work.
Reliable data for management decisions
Digital, integrated processes ensure consistent data.
This results in reliable HR metrics that serve as a basis for reporting, planning, people analytics, and AI applications.
Reducing HR IT risks
We translate processes into clear, prioritized system requirements.
This enables informed decisions before software selection and prevents costly misimplementations.
Implementation with clear prioritization
You won't receive ineffective concept slides.
Instead, you'll receive a prioritized roadmap, concrete measures, and reliable decision-making bases for management and the board.
Our HR process consulting combines strategic clarity with operational feasibility.
We work systematically, independently of software vendors, and always in line with your specific business needs.
Below you will find details on processes, consulting services, procedures, typical areas of application, and frequently asked questions about our HR process consulting.
From strategy to implementation
HR processes form the backbone of modern human resources management. They accompany employees throughout their entire lifecycle: from recruiting and onboarding to development, compensation, workforce management, and offboarding.
In many organizations, these processes have developed over time. Individual digitization measures have been implemented, systems introduced, and tools added. However, there is often a lack of consistency.
Digital HR processes therefore mean more than just introducing new software.
They create the basis for transparency, control, and scalability.
Initial strategic consultation
on HR process and HR IT decision-making capabilities
In-depth consulting: based on practical experience and market knowledge
We come from an HR background ourselves and have perspective from both the front line and numerous projects. This combination makes our consulting effective: pragmatic, forward-looking, and compatible with your reality.
Digitalization that can do more than just tools
We turn HR digitization into a strategic lever: data-driven, AI-supported, automated, and always system-compatible. Our market perspective protects against knee-jerk reactions, while our implementation experience ensures solutions that deliver results.
Standards where they are useful. Individuality where it is effective.
We design HR processes to be efficient, scalable, and future-proof. We rely on best practices and differentiate specifically where it really matters to your company. This ensures that your solution remains both effective and economical.
Growing organizations, increasing regulatory requirements, and mounting pressure to improve efficiency make clearly structured, digitally supported HR processes indispensable.
The digitization of HR processes involves converting analog procedures, documents, and communication channels into integrated digital structures. Information is processed systematically, made available centrally, and can be evaluated.
This creates:
The result is fewer manual routines, consistent data for HR analytics, greater speed, and more time for strategic HR work.
Your HR department will be relieved, able to manage effectively, and visibly strengthened in its role as a business partner.
HR processes encompass all recurring procedures in human resources management that accompany employees throughout their entire employment cycle.
They serve to attract, develop, reward, and retain talent, and to strategically manage the organization. Typical HR processes range from recruiting, onboarding, and personnel administration to performance management, compensation, and personnel development.
The following factors are crucial for successful digitalization:
This is the only way to assess where automation, HR software, or AI can deliver the greatest benefits.
In principle, all HR processes can be digitized and optimized. Many organizations start with processes that require a high level of manual effort or are strategically relevant, as this proves particularly effective.
With our vendor-neutral HR process consulting, you can systematically analyze, structure, and digitize your HR processes.
Regardless of whether you are just starting out or have already implemented digitization initiatives, we will meet you where you are today and accompany you from strategic alignment to technical implementation.
Create clarity. Provide direction. Secure the future.
Together, we develop a strategic foundation for your HR processes, tailored to your organization, resources, and target architecture.
The consulting package answers key questions:
• What must your HR department achieve in the future and how will it be positioned to do so?
• Which process architecture supports growth, efficiency, and controllability?
• Where are you today and what level of maturity should be achieved?
Results:
• Target vision & principles of a scalable, controllable HR department
• Structured roadmap for digitalization & automation
• Clarity about roles, responsibilities, and system landscape
Create transparency. Identify weaknesses. Recognize potential.
We analyze your current HR processes (as-is processes) holistically: in terms of content, structure, and technology.
In doing so, we identify efficiency bottlenecks, media breaks, additional expenses, and control gaps. This gives us a realistic picture of your status quo.
Results:
•Visualized actual processes with evaluation of efficiency, maturity, and digitization
•Identification of media discontinuities, manual effort, and automation potential
•Prioritized optimization levers and quick wins
Simplify. Standardize. Shape the future.
We work with you to develop a target vision for your future HR processes. The aim is not to map the status quo in a new tool, but to achieve genuine process optimization.
We define how your HR processes should run in the digitized target vision: end-to-end, comprehensive, connectable. Including roles, requirements, system references, and interfaces. We provide a basis for decision-making and a concrete implementation roadmap.
Results:
•Transparent target processes with roles, interfaces, and system references
•Roadmap for digitization and automation
•Decision templates for budget, tool selection & approvals
Optional: On request, we link your target processes to a higher-level HR IT strategy.
• Which systems will you need in the future?
• Which functions are crucial?
• How should your system landscape be set up from a technical and procedural perspective?
Here you benefit from our vendor-independent market knowledge of HR software.
Make change happen. Take the pressure off HR. Get results.
We support you in implementing your HR target processes from pilot to rollout. On request, we can also assist you with software selection, implementation, and change management.
Results:
•Automated processes (e.g., contract creation, self-service, reminders)
•Noticeably reduced workload for HR teams & higher process quality
•Increased data quality & reporting capabilities
•Improved user experience for managers & employees
Start flexibly, invest strategically
The consulting packages are modular in structure and can also be booked on a smaller scale, for example as a strategy workshop, targeted process analysis, or implementation support for individual topics.
You only book what you really need and invest where the benefits for your organization are greatest.
Initial strategic consultation
on HR process and HR IT decision-making capabilities
To ensure that you know exactly what to expect, we work according to a clearly structured process model.
Clarification of scope and definition of objectives
Together, we define goals, focus processes, and success parameters.
Assessment of current HR processes
Analysis based on interviews, documents, system overviews, and workshops with HR, IT, and specialist departments (scope depending on requirements).
Analysis and maturity assessment
Evaluation of HR processes according to clear criteria such as throughput times, media breaks, degree of automation, and integration.
Identification of digitization potential
We show where digitization, automation, workflows, or self-services can quickly achieve improvements, including the derivation of quick wins and prioritized measures based on cost and benefit.
Development of target HR processes
Definition of future-proof target processes with clear roles, system references, and interfaces.
Roadmap and implementation recommendations
You will receive a structured basis for decision-making, showing you which steps you can take and when: from short-term improvements to strategic initiatives.
Implementation support and change
Support with tool selection, implementation, project management, and communication upon request.
HR Tech Consulting's analysis was characterized by a high level of knowledge in the HR field, a structured approach, and a very trusting collaboration with our team. An AI potential analysis was carried out, which was particularly important for us in terms of building a future-proof HR department. Based on the defined focus processes, [...] well-founded AI potentials for our processes were identified. This now enables us to position ourselves better strategically in order to align our processes and systems with AI functionalities in the future.
Successful customer projects from HR practice
How our HR process consulting has an impact in companies.
HR process optimization is not an end in itself. Every improvement contributes to your overall business and HR goals.
1. Fewer manual routines, more focus on strategic HR work
2. Reliable data basis for better decisions
3. Clarity in roles, processes, and responsibilities
4. Scalable HR structures for growth and change
5. Stronger positioning of HR within the company
Specialization in HR processes & HR IT
Vendor-neutral consulting
Well-founded analyses instead of gut feelings
From strategy to implementation without interruption
Cross-industry project experience
Practical, collaborative, solution-oriented
Focus on future viability & AI potential
Our HR process consulting services are aimed at medium-sized companies and corporations from various industries.
The services are modular in structure and can be flexibly adapted to your situation: from targeted process analysis to comprehensive HR digitization strategies..
Quickly assess HR maturity level
The Quick Check provides an initial assessment of HR processes, data, and digitization in just a few minutes. You will receive the individual evaluation by email.
We analyze all HR processes throughout the entire employee lifecycle. Optimization is particularly effective for processes that involve a high level of manual effort and many interfaces, such as recruiting, onboarding, skill management, master data maintenance, personnel administration, time management, payroll, document creation, internal communication, and reporting. Digitalization and automation result in measurable efficiency gains in these areas.
We start with a structured assessment of the current situation using documents, interviews, and workshops. We then evaluate processes in terms of maturity, digitization, and automation potential. You receive the results in the form of a structured analysis highlighting weaknesses, quick wins, prioritized recommendations for action, and initial target process proposals. If required, we can also support you in implementing these.
Yes, we work completely independently of vendors. Our recommendations are based on your system landscape, your specific requirements, and the maturity level of your organization. We provide objective advice on HR suites, special tools, or automation solutions such as RPA or workflow systems, always with a focus on the benefits.
Yes. We support you in the selection, implementation, and integration of new systems, from requirement lists and provider comparisons to project management, data migration, testing, enablement, and communication. Upon request, we work closely with your IT department and, if necessary, your technical implementation partner.
That depends on the scope. Initial effects such as automated document creation or digital approvals can usually be implemented within a few weeks. Larger projects, such as the introduction of new HR software or comprehensive process maps, take several months. In any case, we work with you to define clear steps, realistic schedules, and measurable milestones.
Automated document and contract creation, digital approval and authorization processes, centralized master data maintenance, self-services for managers and employees, and structured onboarding workflows with checklists. These measures quickly relieve the burden on HR and deliver visible improvements.
Using clearly defined KPIs: e.g., shorter throughput times, lower error rates, less manual effort, higher data quality, better traceability, lower costs, or increased satisfaction among HR and employees. We help you define suitable metrics and target values and anchor them in reporting or HR analytics.
AI and automation are not ends in themselves, but they can provide support in many areas, such as automated document creation, matching in recruiting processes, or evaluating large amounts of data. Digitized processes form the basis for automation and AI. We work with you to determine where technologies such as RPA or AI functions can be used effectively. Importantly, we don't start with tools, but with the specific added value for your processes.
Yes. Upon request, we can assist you with the implementation of defined target processes, software selection, implementation, and process management. Our goal is to ensure that potential is truly realized. For new software solutions or automation tools, we work closely with your IT department and, if necessary, your technical implementation partner.
HR target processes describe the future, digitized, and optimized target vision for your HR processes. They encompass roles, responsibilities, systems, interfaces, and automation potential. These target processes form the basis for tool selection, organizational development, and digitization.
We develop target processes together with HR, IT, and the relevant business functions. Through testing, workshops, and feedback loops, we ensure that processes are well integrated, easy to understand, and workable in day-to-day operations. We build on best practices from previous projects while deliberately differentiating where it truly matters for your organization. This ensures that your solution is both effective and cost-efficient. Our solutions are practical, not theoretical.
Always start with processes. Without clearly defined workflows, roles, and requirements, new software often leads to inefficient workarounds. We establish process clarity first and then decide together whether new software is needed or whether existing tools are sufficient.
That depends on your starting point. Many improvements can already be achieved with existing tools, for example through workflows, standards, self-services, and improved data quality. We help you realistically assess what is feasible in the short, medium, and long term.
We use proven methods such as maturity models, process maps, BPMN (Business Process Model and Notation), value benefit analysis, benchmarks, Lean HR, and process performance measurement using KPIs. This ensures comparability, transparency, and quality in our collaboration.
Our focus is on HR processes. We involve interfaces with IT, Finance, Payroll, or business functions as needed. Always whenever they are relevant for end-to-end HR processes.
We ensure transparency, involvement, and clear roles: HR, IT, works council, managers, business functions, and payroll are systematically involved from the outset. Our facilitation creates shared process goals and a high level of commitment to implementation.
That is not a problem. Our methods are flexible enough to reflect individual requirements. We combine standards with tailored solutions without losing what makes your organization unique.
In many cases, legacy processes were transferred one-to-one into the new system, including all their weaknesses. Without targeted process optimization, media breaks, manual workarounds, and frustration persist. What helps then is a structured analysis to simplify workflows, increase user acceptance, and adjust roles. So that your HR software is actually used.
When processes are no longer scalable, contain many media breaks, or tool implementations stall. A redesign is particularly worthwhile when growth is planned, automation efforts fail, or day-to-day decisions are hindered by a lack of process clarity.
Through a structured analysis in which processes are evaluated based on effort, frequency, and automation potential. This makes it possible to identify quick wins and derive realistic implementation paths with visible relief and clear priorities.
Vendor-neutral selection of the most suitable HR software solution through our HR software comparison
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Analysis, preparation, integration, and visualization of HR data (HR analytics).
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