Head of the Human Resources Department with professional and disciplinary responsibility for around 30 employees as well as overall responsibility for a legally secure, service-oriented personnel work (Tarif, Arbeits- und Schwerbehindertenrecht, LPVG) Advising the Board of Management and Executives in all personal and organizational issues, as well as shaping an integrated personnel and personnel development strategy Initiation and control of the digital transformation in the personnel sector, including identification and implementation of automation potentials Total operational responsibility for personnel management as a service-oriented point of contact for all employees and the control of recruiting, onboarding and personnel planning. Active participation of a modern, value-adding and efficiency-oriented working culture, development of measures to increase employee satisfaction and integration, as well as constructive, trusting cooperation with personnel representation and heavy-handed representation

Completed study with a focus on personnel, business management or law – or a comparable qualification with relevant professional experience Multiannual leadership experience in the personnel sector or multiannual relevant professional experience in the personnel department of a medical service with the taking over of tasks of special responsibility Funded knowledge in collective bargaining, labour and personnel representation law (ideally TVöD or comparable) Detectable experience in the design of change processes and in the digitization of HR processes High consulting competence and sovereign appearance – also towards executives, executives and stakeholders Structured, solution-oriented operation and the clear will to simplify complex issues and make decisions Joy in developing a team and taking responsibility for a central cross-sectional area of the organization

Compensation based on an attractive collective agreement, according to the responsibility of the body A key role in an organization that deliberately rethinks staff work on a future-oriented basis Direct connection to the Executive Board and close involvement in strategic decisions Design space in the further development of our structures, processes and culture Flexible working time models and possibility of mobile work Social benefits of the public service (including occupational pensions)