Human Resources
Human Resources
Human Resources
Managing workforce transformation and business performance simultaneously
Managing workforce transformation and business performance simultaneously
Managing workforce transformation and business performance simultaneously
The challenge of reinventing the workforce in the age of AI, new transparency rules and hybrid work all while competing for scarce skills and protecting culture.
The challenge of reinventing the workforce in the age of AI, new transparency rules and hybrid work all while competing for scarce skills and protecting culture.
The challenge of reinventing the workforce in the age of AI, new transparency rules and hybrid work all while competing for scarce skills and protecting culture.
The Leadership Challenge for HR Executives
I understand that today’s HR leaders must simultaneously elevate people performance, ensure fairness and compliance, and modernise HR technology. Current priorities consistently centre on leader and manager development, organisational culture, strategic workforce planning, change management, and HR technology, a five-point agenda echoed across the profession. Meanwhile, hybrid work remains a topic of contention, salary budgets have cooled but continue to play a strategic role, and AI is moving from pilots to production within core HR processes.
With over a decade of experience in recruitment, I help professionals and leaders take the next step in their careers. My goal is to build meaningful connections that create real value and lay the foundation for long‑term growth. Today I am proud to be a Director of Michael Illert Executive Recruitment and share this passion with an incredible team spread across the BeNeLux and DACH region. From here we serve our clients across Europe and the UK. While we believe in leveraging the latest technology, we hold one fundamental principle at heart: human connection and understanding will always be at the core of executive search.
The Leadership Challenge for HR Executives
I understand that today’s HR leaders must simultaneously elevate people performance, ensure fairness and compliance, and modernise HR technology. Current priorities consistently centre on leader and manager development, organisational culture, strategic workforce planning, change management, and HR technology, a five-point agenda echoed across the profession. Meanwhile, hybrid work remains a topic of contention, salary budgets have cooled but continue to play a strategic role, and AI is moving from pilots to production within core HR processes.
With over a decade of experience in recruitment, I help professionals and leaders take the next step in their careers. My goal is to build meaningful connections that create real value and lay the foundation for long‑term growth. Today I am proud to be a Director of Michael Illert Executive Recruitment and share this passion with an incredible team spread across the BeNeLux and DACH region. From here we serve our clients across Europe and the UK. While we believe in leveraging the latest technology, we hold one fundamental principle at heart: human connection and understanding will always be at the core of executive search.
The Leadership Challenge for HR Executives
I understand that today’s HR leaders must simultaneously elevate people performance, ensure fairness and compliance, and modernise HR technology. Current priorities consistently centre on leader and manager development, organisational culture, strategic workforce planning, change management, and HR technology, a five-point agenda echoed across the profession. Meanwhile, hybrid work remains a topic of contention, salary budgets have cooled but continue to play a strategic role, and AI is moving from pilots to production within core HR processes.
With over a decade of experience in recruitment, I help professionals and leaders take the next step in their careers. My goal is to build meaningful connections that create real value and lay the foundation for long‑term growth. Today I am proud to be a Director of Michael Illert Executive Recruitment and share this passion with an incredible team spread across the BeNeLux and DACH region. From here we serve our clients across Europe and the UK. While we believe in leveraging the latest technology, we hold one fundamental principle at heart: human connection and understanding will always be at the core of executive search.
Stephanie Abdel-Ahad
Director DACH
Stephanie Abdel-Ahad
Director DACH
Stephanie Abdel-Ahad
Director DACH
People capability now defines the boundary between market leaders and market followers
People capability now defines the boundary between market leaders and market followers
Where HR once primarily ensured compliance and service delivery, it now architects workforce advantage. Skills‑based ways of working are scaling beyond pilots, and AI/agents are expanding capacity across learning and people operations; provided HR orchestrates adoption responsibly. The organisations that win pair a skills‑first approach with pragmatic AI deployment and clear governance.
Where HR once primarily ensured compliance and service delivery, it now architects workforce advantage. Skills‑based ways of working are scaling beyond pilots, and AI/agents are expanding capacity across learning and people operations; provided HR orchestrates adoption responsibly. The organisations that win pair a skills‑first approach with pragmatic AI deployment and clear governance.
The regulatory challenge
The regulatory challenge
The regulatory bar is rising. In Europe, the EU AI Act treats AI used for employment and worker management as high‑risk, bringing specific obligations after a transition period; several provisions have begun in 2025 and the high‑risk regime is broadly enforced by 2026. The EU Pay Transparency Directive requires Member States to transpose new rules (including pay gap reporting and transparency obligations). And CSRD/ESRS S1 introduces auditable workforce disclosures for large companies starting with FY2024 reports published in 2025. CHROs must therefore lead on AI governance, pay equity architecture and workforce reporting.
The regulatory bar is rising. In Europe, the EU AI Act treats AI used for employment and worker management as high‑risk, bringing specific obligations after a transition period; several provisions have begun in 2025 and the high‑risk regime is broadly enforced by 2026. The EU Pay Transparency Directive requires Member States to transpose new rules (including pay gap reporting and transparency obligations). And CSRD/ESRS S1 introduces auditable workforce disclosures for large companies starting with FY2024 reports published in 2025. CHROs must therefore lead on AI governance, pay equity architecture and workforce reporting.
Five core areas which drive enablement and innovation across the HR function
People & Culture Leadership
Orchestrates these domains into coherent value: connecting strategy, leadership, culture and performance
People & Culture Leadership
Orchestrates these domains into coherent value: connecting strategy, leadership, culture and performance
People & Culture Leadership
Orchestrates these domains into coherent value: connecting strategy, leadership, culture and performance
Talent Acquisition & Mobility
Builds diverse, skills‑based pipelines and accelerates time‑to‑productivity through internal and external mobility
Talent Acquisition & Mobility
Builds diverse, skills‑based pipelines and accelerates time‑to‑productivity through internal and external mobility
Talent Acquisition & Mobility
Builds diverse, skills‑based pipelines and accelerates time‑to‑productivity through internal and external mobility
Talent, Learning & Leadership
Converts strategy into capability: upskilling at scale, strengthening manager effectiveness and succession
Talent, Learning & Leadership
Converts strategy into capability: upskilling at scale, strengthening manager effectiveness and succession
Talent, Learning & Leadership
Converts strategy into capability: upskilling at scale, strengthening manager effectiveness and succession
Total Rewards & People Operations
Provides a fair, compliant and efficient foundation, from compensation & benefits to HR service delivery and HRIS
Total Rewards & People Operations
Provides a fair, compliant and efficient foundation, from compensation & benefits to HR service delivery and HRIS
Total Rewards & People Operations
Provides a fair, compliant and efficient foundation, from compensation & benefits to HR service delivery and HRIS
People Analytics & Workforce Planning
Turns data into decisions, linking talent intelligence, scenario planning and measurable business outcomes
People Analytics & Workforce Planning
Turns data into decisions, linking talent intelligence, scenario planning and measurable business outcomes
People Analytics & Workforce Planning
Turns data into decisions, linking talent intelligence, scenario planning and measurable business outcomes