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 🤖🧭🧡🏳️‍🌈

HypoVereinsbank - UniCredit - Deutschland

Responsible for attracting, recruiting, onboarding & managing best talent with key future skills to build a sustainable, future-proof workforce based on a distinct Employer Branding strategy, a state-of-the-art digital recruiting technology as well as a meaningful employee experience incl. bank’s talent programs for graduates & apprentices; Directly reporting to the head of HR.

Head of Talent & Talent Acquisition // First Vice President

Responsible for the strategic development and (digital) transformation of People & Culture by conceptualizing and implementing key strategic change initiatives e.g., transforming the HR TOM (i.e., new product-based, E2E-oriented organizational setup), insourcing of HR Shared Services Center (via M&A deal), re-designing and optimizing our key services in agile project environment (i.e., introduction of new HR Analytics tool + structure & new recruiting platform/ ATS), as well as architecting the ‘New Normal’

Head of People & Culture Strategy

- Digital transformation of the bank, especially agile End-to-End Process Optimization and application of Advanced Analytics 
- Robotic Process Automation (RPA)
- Organizational Design in the field of COO (Chief Operating Office)
- Multi-Year-Planning and business Transformation/ Development with a focus on Commercial Banking Western Europe & COO (restructuring Sales Organization & COO)

Vice President Transformation & Development/ Cost & ICT Management

Primary focus on 'Business Development Corporate Banking' and 'Digital transformation', i.e.:
- Elaboration and further development of a digital service model for SMEs'
- 'Multi-Year-Planning' esp. in COO area
- NHR cost optimization
- Definition/ refinement of Corporate Center Target Operating Model (TOM)

Senior Consultant im Inhouse Consulting

Consultant im Inhouse Consulting 

DHBW Ravensburg

Lecturer for 'Marketing & Corporate Strategy' in the study program 'Business Informatics' & ‘Data Science‘

University Lecturer

ID-Consult GmbH (now part of PricewaterhouseCoopers)

Technology and Innovation Management Consulting

Projects of ID-Consult GmbH include optimization and modularization of product architectures and innovation processes for various customers from the Automotive, Aerospace and general industry such as Airbus, Bosch, BMW, Proctor & Gamble and Siemens.

Associate Consultant

My Finance Coach Stiftung GmbH

My Finance Coach is a non-profit initiative run by partner and supporter companies Allianz, DKB, Grey, Haniel, KPMG, McKinsey and Volkswagen Financial Services to help improve the financial literacy of young people.

- Start-up environment (founded in 2011) in the field of corporate social responsibility
- Projects at My Finance Coach focused on developing a holistic social media strategy, fostering internationalization (Market entry in China and Brazil via cooperation with the educational sector) as well analysis, evaluation and implementation of a new quality assurance process for class visits

Working Student

Tutor for "Corporate leadership & Marketing"

Academic tutor

EY-STRATEGY Consulting

Re-positioning of a well established global fashion brand, i.e.:
 - Defining a target positioning (target group & perceptive profile)
 - Gap analysis based on brand positioning and perception (focus groups, expert interviews)
 - Subsequent derivation of practical implications for successful re-positioning

Student Consulting Project

Internship at PWC's "Advisory: Valuation & Strategy" division in Düsseldorf mainly focused on:
- Valuation of companies
- Peer group analysis
- Due diligence
- SWOT analysis
- Participation in writing a working paper on gaming industry, especially monetization opportunities

Praktikant

Peek & Cloppenburg KG Düsseldorf

Retail Sales Consultant -Suits

Allianz Beratungs- und Vertriebs-AG

- Organization of road shows (e.g. "Absolventenkongress")
- Development of recruiting strategies
- Conceptualization of a KPI based Controlling report on labour turnover
- Competition analysis on trainee programs

With +5 years of experience in Management Consulting & Banking, I experienced the power of Transformation first hand.

In a fast changing Financial Service environment I firmly believe adaptability & agility to not only be a “it better works with” but rather a “it does not work without” success factor. Thus, to me Transformation needs to be understood as a continuous change process.

I am passionate about actively shaping my companies future. With the power of new (digital) technologies (e.g., Advanced Analytics) and new ways of working (e.g., agile) we can bring our business to a whole new level. We just need to start: just do it!

taplio

The Battle

Daniel (DataDan) Mühlbauer 🤖🧭🧡🏳️‍🌈

Jens Fölting

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