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CONSULTANT PROFILETobias HenselManaging Director / :E-Mail:Homepage:August 27, 1966 in Mainz, GermanyGermanFruchtallee 15, 20259 Hamburg, Germany 49 171 3657438 49 40 ent.comEXECUTIVE SUMMARYSenior recruitment professional and business owner with an outstanding track record in headhunting, onsite/in-house recruitment and recruitment management; (interim-) recruitment consultant for globallyleading client companies within a mainly technology and engineering-driven international environment,offering strong customer focus and excellent interpersonal and communication skills in multi-culturalsettings.PROFESSIONAL EXPERIENCE01/2004 to presentBusiness Owner and Recruitment ConsultantAlthen Hensel GmbH - Recruitment Solutions, Hamburg(Recruitment consultancy delivering Direct & Executive Search and Interim & ProjectRecruitment Management)!!!Direct searching of highly skilled engineering, IT, sales & finance personnel forindustries such as transport, aerospace, automotive, power generation andrenewable energyExecutive recruitment consulting, including identification, attraction andassessment of high-profile candidatesAccountability for all business management matters at Althen Hensel GmbH,including strategy, finance, personnel, operations, marketing etc.INTERIM RECRUITMENT MANAGEMENT ENGAGEMENTS12/2015 - 03/2016Recruitment ManagerStepstone GmbH, Düsseldorf(Internet and Online Media, 1.000 staff worldwide)!!Responsible for the entire recruitment process (screening and evaluation of theapplications, performing telephone and personal interviews and hiring theselected employees)Development of requirement profiles along with the hiring managers and selectingappropriate recruitment channelsCONSULTANT PROFILE – Tobias Hensel1/7

!05/2015 - 10/2015Talent Acquisition Business Partner - EMEA Talent AcquisitionAvaya (via Futurestep, A Korn Ferry Company), Frankfurt(IT/Telecommunication, 10.000 staff worldwide)!!!!!08/2014 - 02/2015Direct approach of candidates via appropriate instruments and channels, e.g.networks, social media, database and headhuntingWorking as part of a professional team of on-site and off-site recruitmentspecialists, supporting the RPO client with its growth and talent managementstrategyTaking ownership of the recruitment life-cycle for a number of key and high profilebusiness areas, with a strong focus on Direct SourcingBuilding strong relationships with client’s senior business managers and divisionalstakeholders such as HR to understand the recruitment needs and requirementsProviding information to Hiring Managers regarding relevant sourcing strategies,market conditions, candidate availability, salary benchmarksMaintaining KPIs and providing the highest data integrity within reportingRecruitment ManagerKnorr-Bremse Systeme für Schienenfahrzeuge GmbH, München(Transportation/Trucking/Railroad, 10.000 staff worldwide)The Knorr-Bremse Group, based in Munich, Germany, is the world’s leadingmanufacturer of braking systems for rail and commercial vehicles.For more than 100 years the company has been pioneering the development,production and marketing of state-of-the-art braking systems. Other lines ofbusiness include automatic door systems, rail vehicle air conditioning systems andtorsional vibration dampers for internal combustion engines.Role: End-to-end management of the recruiting process in accordance with theoperational framework to ensure completion to the agreed quality standard.04/2014 - 08/2014Recruitment Project ManagerRolls-Royce Deutschland Ltd & Co KG (via Alexander Mann Solutions), Dahlewitz(Aero engines, 1.000 staff worldwide)Role: Provide vision, leadership and direction to the project team to make sure theproject objectives are being understood, and to enable successful and safe deliveryof all projects ensuring customer satisfaction and competitive advantage. Manage arecruiting project end-to-end in accordance with the operational framework and LifeCycle Management (LCM) process to ensure completion in time and budget and tothe agreed quality standard:!!!!!End-to-end project management, including planning, execution and completion ofproject objectives in line with the cost, time, scope, and quality targetsImplement and deliver appropriate project reporting to client and AMSstakeholdersCoach and lead direct and indirect reports and project team members whereapplicableUse and adapt to the various client and AMS procedures, systems and teams andbridge the gaps between themFlag issues and risks to project management team in a proactive and timelymanner and suggest timelines and strategies to resolve themCONSULTANT PROFILE – Tobias Hensel2/7

07/2009 - 04/2014Manager Talent Sourcing – Thermal Equipment & Services EMEABalcke-Dürr GmbH (SPX Corporation), Ratingen(Plant cooling technology, 1.000 staff worldwide)!!!!!!!!!!!!!08/2011 - 12/2011Key objective: Significantly reduce/eliminate the use of contingency and retainedstaffing agenciesReport to the corporate Director of Talent Sourcing and work closely with SPX’sHuman Resources Business Unit Leaders to identify and hire the highest-calibretalent for positions in EMEA locationsEstablish strong partnerships with the Business Unit leaders and influence thesourcing, assessing, hiring process, managing the full recruitment cycleResponsible for “full-cycle” recruitment as well as for generating and maintainingstrong relationships with hiring managers, candidates and service providersSource candidates through conventional and non-conventional recruitmentmethods, including cold calling, Internet mining and networking, etc.Track, manage and evaluate various sourcing channels and ‘job boards’ used byRecruiting; develop innovative methods of identifying candidatesManage multiple recruiting projects at multiple sites simultaneouslyBuild relationships with internal clients through open and clear communication,collaborating with the hiring manager to set clear expectationsBuild relationships with a pool of exceptionally qualified candidates and maintaintheir level of interestAdvise hiring managers on competitive offers vis-à-vis the internal and externalmarketWork hand in hand with the internal HR business leader and manage candidatesup until the on-boarding processBuild & maintain credibility by knowing the line of business and aligning thecorrect candidate pool with the priorities of the businessTrack recruitment-related metrics using a recruiting ATSGlobal Sourcing ManagerAIRBUS HR Shared Services, AIRBUS Recruitment Center (ARC), Toulouse(Aerospace industry, 100.000 staff worldwide)!!!!!!!!Key objective: Ensure the short and mid-term availability of relevant candidatesagainst the needs of the relevant AIRBUS Divisions – in Europe as well as forglobal projectsReport to the Head of AIRBUS Recruitment CenterResponsible for 8 direct and 40 indirect reports as well as 15 reports within subcontracted agencies, working on ARC account; among them senior sourcingexperts, pro-active sourcers, supplier managers and team leadersEnsure that the ARC clients are provided with relevant candidates against jobspecification – across divisions and countries – based on KPIs and budgetconstraintsResponsible for pro-active and re-active sourcing measures includingimplementation of a candidate database and application of Lean methodology insourcing operationsOptimise the management of external recruitment providers with regards tobudget constraints and KPIsContinuously optimise the sourcing process against the benchmarkLead the Global Sourcing Team & align with the vision and objectives of the ARCCONSULTANT PROFILE – Tobias Hensel3/7

04/2009 - 06/2009Staffing Manager EMEABrocade Communications Switzerland Sàrl, Geneva(Networking Solutions and Services, 4.000 staff)!!!!!08/2006 - 10/2008Responsible for sourcing, screening and qualifying candidates according tospecifications provided by Hiring ManagerConduct daily sourcing activities on a global basis for experienced candidatesacross all divisionsWork closely with the hiring managers to develop and execute a sourcing strategyaimed at generating a flow of qualified candidates for high-priority open positions,and a strong pipeline of future candidates that fit the requirementsCultivate potential candidates for specific requirements and undertakeappropriate pipelining efforts by utilising various methods (i.e., networking,referrals, internal database searches, organisational affiliations, online searches,Internet postings, job/career fairs, user/technical groups, cold calling, databasemanagement, internet mining)Provide ongoing HR employment support in the area of staffingRecruitment Manager Executives / Central RegionBombardier Transportation, Brussels SSC & Berlin HQ(Global leader in rail technology, 36.000 staff)Assignment included leading the executive resourcing operations of the HR SharedServices Centre, including six international recruiters, delivering against recruitmenttargets via Key Performance Indicators (KPIs) ensuring that Service LevelAgreements (SLA) are met. These included:!!!!Acting as the single point of contact to HR business partners for senior positions(mostly Director level) as stated in the SLA (from developing the sourcing strategyto delivering a hired employee)Develop and foster effective working relationships with HR business partners ofvarious divisions as well as with the COE, ensuring a high level of customersatisfactionResource planning & allocation, performance monitoring & reporting, Performancebenchmarking & improvementEnsure development and implementation of a state-of-the-art sourcing strategy(TALEO talent pool, direct search, internet scanning, personnel marketing,recruiting agency, networking in related industries, etc.)PERMANENT EMPLOYMENTS03/2002 - 12/2003HR and Change Management Consultant / Senior ManagerISA Consult GmbH, Hamburg(German-based management consultancy, 100 staff)Project management: Responsible for an EU/ESF Human Capital Developmentproject "Innovative Personalentwicklungskonzepte" InnoPek02/1999 - 02/2002Recruitment Consultant / Senior Managertmp.worldwide executive resourcing (PMM Management Consultants GmbH), Hamburg(German-based management consultancy, 100 staff)CONSULTANT PROFILE – Tobias Hensel4/7