Siemens

Working within an amazing team in the People & Organization Ecosystems Digitization squad, I'm happy to rock the world of People & Organization IT Solutions. What's my game? I'm all about building up a lively ChatGPT community, pushing the boundaries with generative AI, and taking care of our global HR chatbot, CARL. Together, we're using digital magic to make our employees' lives better and to spark innovation across the people organization. If you're as passionate about the future of work as we are, let's connect! 🚀

Expert for P&O IT Solutions

HR.Daten.Liebe

I inspire HR teams to use data and intelligent technology to personalize the employee experience.

Speaker • Creator • Impactor

Klüber Lubrication

Being a reliable HR function means that you have to master 1) outstanding partnership with the employees and business managers, 2) deliver strategic business value and 3) create an excellent & inclusive work experience for employees across all levels. We drive this vision by implementing sustainable HR projects with emphasis on facts instead of fiction and the current hype topics.

HR-Projektmanager

Ludwig-Maximilians Universität München

I was involved in the seminar "Digital HR & People Analytics", which takes up challenges and opportunities the human resource function faces in the digital age. It particularly focuses on how data-based human resource management and people analytics contribute to strategic decision making, and thus, can add value to the firm. Taking a value chain approach to people analytics, discussions center around the implications of digital HRM for each step in the talent management process. The course involves a mix of practical insights, theoretical input, and methodological tools. The format is highly interactive, and includes discussions, group work, ad-hoc and prepared presentations.

Associate Lecturer

functionHR

The digital transformation enables HR to implement people analytics. Being a reliable business partner and employee champion rests on the ability to draw on complex analytical results and real-time predictions of potential future scenarios. However, the necessary data are stored in silos and rarely integrated across the entire employee journey. That's precisely the reason, I co-founded function(HR) with my very gifted data-science colleagues from LMU Munich.

Co-Founder

bh.m Krankenhaus- und Unternehmensberatung

HR Consultant

Ludwig-Maximilians-Universität (LMU) München

Research and Teaching Assistant

Bergische Universität Wuppertal

Student Intern

kon.m GmbH

Loving People Tech & Analytics | International Speaker & HR MythBuster | Views are my own

Hi, I am Data Dan. I am here to post facts and data that help you design the future of HR based on evidence. For example, did you know that: 

💡 AI is not going to save the world
💡 ChatGPT is very useful, but not the road to AGI
💡 Past work experience is overrated 
💡 GenZ is not actually a thing
💡 The optimal number of office days is 2
💡 ChatGPT is basically "autocomplete on steriods"
💡 There are good and bad consequences of homeoffice
💡 Personality prediction by face- or voice-analysis is bogus
💡 Working moms are absolute rockstars 
💡 Return-to-Office-Policies drive senior experts out of your firm

No? People, that follow me do. There you have it. 

So, follow me and benefit from my #HRDataLove. 

Some links you may like (👈 1st call to action, in case you missed it): 

https://www.hr-datenliebe.de/
https://www.youtube.com/@hrdatenliebe

Ah, before I forget, I also speak about my topics for money. Just letting you know (👈 2nd call to action, in case you missed it 😂)

Disclaimer: The opinions I share here are my own and do not necessarily represent the positions of the companies I am or was associated with!

Daniel (DataDan) Mühlbauer 🤖🧭🧡🏳️‍🌈

LinkedIn DACH Top 10 „Creators to Follow: LGBTQIA+ 2022" 🏳️‍🌈 DEIB-Consulting | Agile & PMO | Accessibility | Remote work | Speaker | Content Creator | Translator of "Retrospective Antipatterns" | Queer activist.

"Diversity is not m/f/d - male-white-german. It needs lived intersectionality. Also and especially in the workplace." - Following this motto, I enable companies, organisations and teams to understand DEIB (Diversity, Equity, Inclusion, Belonging) dimensions and to implement them in a long-term and sustainable way.

As a non-binary person (pronouns they/them, no binary form of address!) with 20 years of professional experience in the fields of organisational development, project management and agile leadership, I am an expert in my field:

- With lived diversity in an organisation, turnover increases by at least 30%.
- An intersectional corporate culture remains sustainable in the future and in times of crisis.
- Diversity is not a trend, but has arrived to stay.

Whether in the role of (agile) leader, change maker or product owner: I find the right solution to complex problems, develop the right strategies & concepts with stakeholder/customer requirements, create roadmaps with appropriate timings, manage budgets and empower teams & people in their personal strengths.

tl;dr - What I bring to the table in over 15 years of professional experience:
- Inclusive Leadership
- Project leadership, project management 
- product management
- Agility 
- Organisational Development
- Change Management
- Sector expertise: IT, agility, change, food, non-food, tourism, eLearning
- Facilitation of workshops & retrospectives
- Keynote Speaker
- Publications: Co-author of "The Inclusive Innovation Playbook" (May 2023), German translation of the IT reference book "Retrospectives Antipatterns" (Nov. 2022)
- Content Creation
- Personal focus: Diversity, Equity, Inclusion & Belonging (DEIB)

My top 5 strengths include an above average comprehension & solution orientation. A high degree of analytical thinking, the ability to implement projects with clear communication and to lead teams in a people-centred way.
My skills already led to the "Award for the Best Strategy" (Werbekongress Berlin, 2007) in my student days and in my professional career to further awards such as "LinkedIn DACH Top 10 "Creators to Follow: LGBTQIA+ 2022".

If I have skills and abilities that your organisation urgently needs, I would be happy to get to know you personally via Zoom (Calendly link just one click away in my profile) or your direct message!

***

PS: Please address me in a gender-neutral way as Hello/Good afternoon or similar. You can talk about me with the pronouns they/them.

taplio

The Battle

Daniel (DataDan) Mühlbauer 🤖🧭🧡🏳️‍🌈

Daniela Schubert

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