Dr. Arndt Ahlers

Trimble is a cutting-edge technology company transforming industries like construction, geospatial, transportation, and resources. We're not just building software and hardware; we're building a more efficient and sustainable future. At Trimble, you'll work on innovative solutions that have a real-world impact, collaborating with a diverse and passionate team.

• Lead a 𝟭𝟴‑𝗽𝗲𝗿𝘀𝗼𝗻 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝘁𝗲𝗮𝗺 across 𝟵 𝗰𝗼𝘂𝗻𝘁𝗿𝗶𝗲𝘀, structured into 𝟯 𝗵𝗶𝗴𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘀𝘂𝗯 𝘁𝗲𝗮𝗺𝘀, driving consistent delivery across EMEA.
• Increased EMEA 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝗰𝗹𝗼𝘀𝘂𝗿𝗲𝘀 𝗯𝘆 𝟴𝟱% and reduced 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗯𝘆 𝟳.𝟱% by building and operationalizing a unified EMEA recruiting strategy.
• Directed the 𝗽𝗼𝘀𝘁 𝗮𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 of Transporeon’s TA tools and processes, achieving full operational alignment and efficiency gains.
• Improved 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗺𝗼𝗯𝗶𝗹𝗶𝘁𝘆 𝗯𝘆 𝟱% and 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗵𝗶𝗿𝗶𝗻𝗴 𝗯𝘆 𝟭𝟱% through OKR‑driven initiatives and targeted process enhancements.
• Designed and launched a 𝗿𝗲𝗮𝗹 𝘁𝗶𝗺𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗞𝗣𝗜 𝗗𝗮𝘀𝗵𝗯𝗼𝗮𝗿𝗱, enabling data‑driven decision‑making and transparent stakeholder reporting.
• Embedded 𝗔𝗜 𝗱𝗿𝗶𝘃𝗲𝗻 𝘁𝗼𝗼𝗹𝘀 into recruiter workflows, increasing sourcing efficiency and job‑ad performance.
• Scaled employer branding across Europe through 𝗿𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗰𝗮𝗺𝗽𝗮𝗶𝗴𝗻𝘀, 𝗷𝗼𝗶𝗻𝘁 𝗳𝗮𝗶𝗿 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀, 𝗮𝗻𝗱 𝗹𝗼𝗰𝗮𝗹𝗶𝘇𝗲𝗱 𝗺𝗶𝗰𝗿𝗼𝘀𝗶𝘁𝗲𝘀, accelerating brand visibility.
• Initiated and led a 𝗴𝗹𝗼𝗯𝗮𝗹 𝗘𝗩𝗣 𝗽𝗿𝗼𝗴𝗿𝗮𝗺, establishing the foundation for a unified employer brand across all markets.

Transporeon is a leading global cloud-based transportation management platform, connecting shippers and carriers to optimize freight processes. We're revolutionizing the logistics industry with innovative solutions that drive efficiency, transparency, and sustainability. At Transporeon, you'll be part of a dynamic and international team working on cutting-edge technology that impacts the world's supply chains.

• Led a 𝟭𝟯 𝗺𝗲𝗺𝗯𝗲𝗿 𝗴𝗹𝗼𝗯𝗮𝗹 𝗧𝗔 𝘁𝗲𝗮𝗺 across 𝟲 𝗹𝗼𝗰𝗮𝘁𝗶𝗼𝗻𝘀 with €𝟭𝗠 𝗯𝘂𝗱𝗴𝗲𝘁 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆, reporting directly to the CHRO.
• Reduced 𝗮𝗴𝗲𝗻𝗰𝘆 𝘂𝘀𝗮𝗴𝗲 𝗯𝘆 𝟱𝟬% by building an in house sourcing team targeting passive talent for critical roles.
• Built an 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗲𝗱 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗿𝗲𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝘀𝘂𝗶𝘁𝗲, including KPI definitions and stakeholder access governance.
• Integrated TA processes for 𝟰 𝗮𝗰𝗾𝘂𝗶𝗿𝗲𝗱 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀, standardizing systems and workflows across the group.
• Developed and implemented a 𝗗&𝗜 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆, including recruiter certification and gender neutral job ads.
• Improved hiring quality through 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴, 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗯𝗶𝗮𝘀 𝗺𝗼𝗱𝘂𝗹𝗲𝘀, 𝗮𝗻𝗱 𝘀𝗼𝗰𝗶𝗮𝗹 𝗺𝗲𝗱𝗶𝗮 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 for hiring managers.
• Launched targeted employer branding campaigns that 𝗱𝗼𝘂𝗯𝗹𝗲𝗱 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁 𝘃𝗼𝗹𝘂𝗺𝗲 (+𝟭𝟬𝟬%) and increased employer ratings by 𝟭.𝟮 𝗽𝗼𝗶𝗻𝘁𝘀.
• Revitalized university marketing through strategic university selection, event participation, and branded materials.

• Increased recruiting efficiency by implementing a 𝗻𝗲𝘄 𝗔𝗧𝗦 with automation, streamlined workflows, and team training.
• Improved HR and hiring manager alignment through a 𝗻𝗲𝘄 𝗞𝗣𝗜 𝗱𝗿𝗶𝘃𝗲𝗻 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗿𝗲𝗽𝗼𝗿𝘁.
• Rebuilt posting strategy for 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝘁𝗮𝗿𝗴𝗲𝘁 𝗴𝗿𝗼𝘂𝗽 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗮𝘂𝗱𝗶𝗲𝗻𝗰𝗲𝘀, improving applicant quality and reach.
• Strengthened hiring decisions by introducing a 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗳𝗶𝘁 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝘁𝗼𝗼𝗹.
• Boosted employer brand visibility through a 𝗺𝗮𝗷𝗼𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗖𝗮𝗺𝗽𝗮𝗶𝗴𝗻, including agency pitch, creative concept, and career site relaunch.

• Leading two teams with 14 employees in two locations and budget responsible for 2.5 million Euros, reporting line to CHRO/HR Director
• Rebuild of the in house recruiting team towards an in house recruiting agency, including the hiring of 8 team members within one year
• Development and implementation of a standardized recruiting process, including KPI definition and creation of regular reporting with the result of a significantly improved number of hires (up to 30 a month) and a reduced time to hire (by 20%)
• Increased recruiting efficiency by reworking success factors recruiting module, including internal process optimization, implementation of new functions and ensuring of GDPR compliance
• Restart of university marketing and participating in relevant fairs, including creation of necessary Employer Branding materials (e.g. booth, flyer, giveaways)
• Enhanced career site traffic by development and implementation of a creative concept for the C&A career site, including development of EVP and microsites for relevant target groups
• Secured leadership succession pipeline by defining leadership paths for positions across levels and developing leadership curricula based on the need of the different levels
• Implementing a yearly training need analysis to develop the in-house training calendar according to business needs
• Enhanced learning activities effectiveness by defining Learning & Development KPIs
• Optimized onboarding experience for new hires by revamping orientation days
• Boosted survey participation rate by reworking employee engagement survey and follow-up process

• Carrying out of potential analyses and organisational analyses as preparation for change projects
• Arrangement and realization of workshops and trainings
• Coaching of executives during their professional re-orientation

• Lead content oversight for 7 work teams (e.g. Employer Branding, selection tools, onboarding, KPIs) to establish global minimum-standards
• Consolidated results and produced a global recruiting guideline affecting all hiring manager globally
• Enhanced candidate experience by developing and implementing a principle matcher tool, following the recrutainment approach
• Improved recruiting qualifications by developing and implementing a modular recruiting qualification for different target groups
• Create a change communication concept including communication materials
• Supported first pilot countries in aligning developed standards with local legal requirements

• Project Management for the global Engagement Survey (conducted in 26 countries and 10 service companies for more than 115,000 participants) with focus on faster result delivery and increase of online participation
• Setting up of a holistic communication concept using different communication channels and materials (such as flyer, e-brochures, intranet-pages, videos) to position Engagement as an ongoing topic
• Strategic development of the Engagement Survey to identify focus areas, such as conduction of a linkage study, integration of Engagement Score in further HR Processes and testing of an extended questionnaire
• Review of follow-up process and development of supporting materials and tools (e.g. online workspaces and library, Driver Workbook, Best Practice Reader, Engagement game)

• Review of leadership culture (together with Oxford Leadership Academy) with main emphasis on process design, workshop development and realization
• Ensuring a smooth outsourcing process and efficiently realizing the targeted productivity level by setting up a steering committee and by training and consulting top executives
• Realized a major improvement of the collaboration between the brands METRO and Schaper as well as between headquarter and distribution by designing and moderating management meetings for the 170 top executives of METRO Cash & Carry Germany
• Tailor-made support of internal change processes such as setting up a new department (e.g. Key Account Management), supporting a realignment (e.g. Supply Chain Management) and individual counseling of top executives
• Increasing the employee engagement by more than 10 % by designing a sustainable follow-up process (for more than 15,000 employees)

• Development and implementation of personnel and organizational change management activities (e.g., executive development programs, workshops, monitoring of merger and restructuring processes, team building etc.)
• Coaching of specialists and executives
• Outplacement counselling of executive directors, executives, and specialists of different industries during their re-orientation, resulting in a high success rate

• Acquisition and management of 'executive search projects' (including search) with a high level of customer satisfaction in various industries, e.g., logistics, service industry and social welfare
• Set-up and management of comprehensive assessment procedures (e.g., potential analysis, management audits, 360 feedbacks) from setting up the parameters required until debriefing
• Concept development and management of complex personnel development and change management projects (e.g., trainee programmes, implementation of 'management by objectives', implementation of performance evaluation programmes)