Vanessa Ruhtz

Developing and implementing strategies for executive leadership development, talent management, and succession planning, with a focus on fostering diversity, while also ensuring the smooth transition and growth of top leadership positions within the organization.

During my sabbatical, I am exploring different countries and cities without a strict plan. Embracing spontaneity, I enjoy connecting with people, listening openly, and finding happiness in nature and human interactions. This journey is an opportunity for personal growth, a broader global perspective, and enhanced adaptability. Excited for the possibilities ahead!

- Leading the global talent and development agenda enhancing succession, leadership and talent capabilities - Responsible for the identification, assessment and development of C-suite leadership pipeline Managing the talent review and succession process for key senior talent and the most senior leadership cadre - Designing and implementing global performance management system

Focusing on strategic issues that contribute to the growth and competitiveness of the business - Providing strategic advice to business leaders on people-related issues - Owning people strategy and talent strategy approach for a business area and contributing to business strategy - Delivering people elements of transformation and change

• Leading complex change programs, setting out and delivering the transformation roadmap and partnering with senior leaders to support them drive improvements in performance and changing the organisation • Providing guidance and support for Business Leaders on issues arising from employee relations, business changes and other HR activity • Delivering professional HR programmes, services and support, ensuring cost efficiencies are implemented in order to support the overall business priorities

• Leading HR department and focus on building and transforming the regional team to enable the company's growth strategy in Asia • Assuring quality and on-budget execution in recruiting and development of international talents inc. succession planning • Providing advice and guidance to the executive team on leadership and cultural change matters • Developing and implementing HR programs, policies and compensation structures in alignment with business objectives

• “Chief of Staff” responsible for steering and coordinating the support to enable the CEO to function effectively day to day • Briefing CEO’s direct reports in MCC and real,- covering strategic & operational projects, Management and Supervisory Board decisions • Ensuring the smooth functioning of the Executive Committee MCC Europe/MENA • Preparing and summarizing reports and proposals submitted to the executive for approval or review

• Leading and steering the development and testing of innovations • Presenting concepts to top management and preparation of business decisions • Leading more than 16 interdisciplinary sub-project managers

• Development of a group-wide HR Marketing strategy and management of corporate HR Marketing activities • Project leadership for annual image event „Meeting Metro“ - a concept which presents METRO GROUP as an attractive international employer • Implementation of managerial recruitment and head-hunting activities for Metro AG

• Ensuring a demand-oriented recruitment and personnel development process at Commerzbank’s headquarters • Targeted candidate selection (assessment centres, interviews etc.) • Comprehensive HR support to trainees • Consultancy with the Management team regarding personnel development and succession planning • Conceptual development of trainee programs • Talent development: qualification of managers for their first leadership position

• Supporting the selection procedure for trainees • Supporting training programs

Personalmanagement und Organisationsmanagement