People · Talent · HR Leader
I build the capability behind your growth.
I build scalable people and hiring systems, forge trusted stakeholder partnerships, and develop teams that deliver.
Explore my impactPeople strategyTalent systemsStakeholder partnershipBusiness impact
Selected impact
Strategy made tangible.
Evidence of how I turn complex talent challenges into practical, scalable capability.
01
Talent acquisition transformation
Scaled hiring excellence without sacrificing quality
Led company-wide talent delivery across high-priority and business-critical roles, pairing rigorous execution with a consistent candidate experience.
02
Stakeholder partnership
Turned executive priorities into clear talent decisions
Partnered across four-plus business units, translating shifting business needs into role strategies, structured evaluation criteria, and confident hiring outcomes.
03
Manager enablement
Built capability beyond the recruitment team
Created scorecards, interview tracks, service standards, and hiring-manager training that made quality hiring repeatable and less dependent on individual judgment.
04
AI-enabled sourcing & workflow design
Expanded talent intelligence and removed repetitive work
Combined proactive sourcing, market mapping, AI-assisted research, prompt-led outreach, and workflow automation to find stronger talent pools and create more focused recruiter and stakeholder decisions.
Leadership philosophy
Clarity creates confidence. Structure creates scale.
My leadership sits at the intersection of strategic thinking, operational excellence, and genuine partnership. I bring order to ambiguity, make expectations visible, and give people the context and tools they need to make strong decisions.
“I don’t just fill roles. I build stronger leaders, scalable systems, and the capability behind sustainable growth.”
How I work
A repeatable system for people impact.
Align
Translate business direction into people priorities and workforce needs.
Design
Build clear roles, scorecards, workflows, governance, and decision rights.
Enable
Equip leaders and teams with practical tools that improve capability.
Measure
Use data and feedback to strengthen quality, speed, and business impact.
Talent strategyPeople operationsWorkforce planningManager enablementHR technology & automationOrganizational design
HR systems & automation
Technology as infrastructure, not decoration.
I use HR technology to create clearer processes, stronger data, and a better experience for managers, candidates, and employees. My work includes building automated workflows across Greenhouse, Personio, Slack, and Google Workspace, as well as leading an organization-wide OrangeHRM performance-management implementation.
Talent acquisition
GreenhouseSAP SuccessFactorsPhenomLinkedIn Recruiter
ATS architecture, structured workflows, pipeline strategy, reporting, and adoption across the hiring lifecycle.
Core people systems
PersonioOrangeHRM
HR operations, employee data, process governance, and performance-management system implementation.
Workflow ecosystem
SlackGoogle Workspace
Connected workflows and practical automation that reduce administrative friction and improve cross-functional visibility.
AI-enabled talent acquisition
Modern sourcing. Smarter workflows. Human-owned decisions.
I use AI to widen research, sharpen market intelligence, reduce repetitive work, and make hiring knowledge easier to use. AI accelerates the process; recruiters and hiring leaders remain accountable for judgment, fairness, and final decisions.
Sourcing methods
Multi-channel talent discovery
I build targeted sourcing strategies around the role, market, talent availability, and likely candidate behaviour rather than relying on a single channel.
Proactive talent mappingLinkedIn RecruiterATS database miningTargeted outreach campaignsReferrals & professional networksJob boards & direct applicationsMarket and competitor research
AI workflow capability
Practical intelligence embedded in delivery
My workflows support research, talent mapping, outreach development, documentation, role comparison, and process improvement while preserving human review and decision ownership.
AI-assisted sourcing & market researchPrompt design for TA and HR use casesAI-supported documentationWorkflow automationProcess experimentationResponsible AI in hiring
Original leadership framework
Building a Modern Talent Acquisition Function
I created a comprehensive strategic Talent Acquisition Operating Playbook that translates leadership thinking into a scalable operating model. The underlying intellectual property remains private; the work demonstrates my ability to design an entire TA function, not simply deliver individual hiring processes.
Operating-model designWorkforce planningHiring governanceCandidate experienceManager enablementAnalytics & dashboardsTechnology strategyAI transformationContinuous improvement
Career journey
Built across industries, markets, and growth stages.
Talent Acquisition Manager
simplesuranceGlobal InsurTech · Berlin
Talent Acquisition Specialist
SharpistHigh-growth technology
People Operations Lead
It’s Pixel PerfectRemote-first · Fixed-term
Senior HR & Talent Partner
Cornerstone TrustRegulated financial services
Human Resources Partner
Sagicor GroupEnterprise financial services
Leadership beyond recruitment
People depth behind the talent expertise.
My leadership foundation was built across HR partnership, people operations, employee relations, regulated environments, and team management before specialising further in strategic Talent Acquisition.
Team leadership
Managed and mentored direct reports while overseeing recruitment, performance management, employee relations, and delivery across distributed teams.
People operations
Led and improved employee-lifecycle processes, people workflows, policy application, and cross-functional support in startup and regulated environments.
Manager capability
Designed and facilitated manager development covering conflict resolution, stakeholder management, organizational communication, and stronger decision-making.
Governance & change
Directed HR work within financial services, strengthening compliance, audit readiness, policy implementation, change adoption, and operational consistency.
7+ yearsHR, People Operations & Talent
MScHuman Resources Development
BScGender & Development · HR Development minor
GlobalEnglish native · German A2
Her employer reference recognises extremely result-oriented and precise work, together with trustworthiness and absolute dependability.Employer reference · 2026
About Treveka
Berlin · Global perspectiveA strategic operator who keeps the human reality in view.
I have built my career across talent acquisition, people operations, HR partnership, and regulated environments. That range lets me see both the system and the person inside it: what leaders need to decide, what teams need to perform, and what candidates and employees need to trust.
I am at my best where growth requires more than activity: clearer thinking, stronger infrastructure, and a partner willing to own the outcome.