Scenarios
What working together can look like
Three examples from our practice: a newly founded subsidiary, an established entity whose HR has so far been run from headquarters, and a client project from a German mid-sized company.
The scenarios summarise typical situations from our practice.
Setting up a new German subsidiary
Starting point
A European technology company founds a GmbH in Germany. Around ten people are to be hired in the first twelve months. There is no HR function in Germany, and headquarters has little knowledge of German requirements. The new entity’s tax advisor recommends AdminDock HR.
What we did
- 1
HR setup
Registrations with the tax office, the Federal Employment Agency and the accident insurance association, bilingual contract templates, digital personnel files and a clear onboarding process.
- 2
Structures that grow
Processes designed for around ten employees and built to scale well beyond that without rework.
- 3
Interfaces
An aligned data flow to the tax advisor’s payroll and a reporting format headquarters can use directly.
- 4
Daily operations
Taking over HR administration and recruiting: job postings, pre-selection and interview coordination.
Result
- The first hires run smoothly and compliantly from day one.
- Headquarters receives a monthly HR report in English.
- Management can focus on entering the market.
- The entity can grow without rebuilding its HR structures.
Services used
An established entity, HR run from headquarters
Starting point
A German subsidiary with 20 employees has been looked after by the headquarters HR team for years. German specifics keep slipping through: deadlines, documentation obligations and working time recording. After a social security audit with back payments, headquarters looks for a reliable partner on the ground.
What we did
- 1
German HR Compliance Check
Review of contracts, personnel files and processes with a traffic-light overview and a prioritised list of actions.
- 2
Building compliance
Implementing the key actions: contracts updated, working time recording introduced, personnel files digitised and deadlines reliably tracked.
- 3
Daily operations
Taking over HR administration and contact with authorities and health insurers.
- 4
Bridge to headquarters
German requirements explained clearly to headquarters, group policies translated for Germany.
Result
- The entity is demonstrably on solid ground.
- Headquarters has a fixed point of contact for Germany.
- The headquarters HR team is relieved.
- New requirements are implemented on time.
Services used
German ship outfitter with 16 employees
Starting point
HR administration sat with the managing director’s assistant, while payroll was handled by the tax advisor. Payroll data was transferred manually via spreadsheets, often late or incomplete. That led to corrections, queries and extra work for the managing director and her assistant.
What we did
- 1
Analysis and package
Mapping the existing workflows and starting with the Standard package for HR administration and recruiting.
- 2
Digital personnel files
Introducing digital personnel files with clear access rights for management, the authorised signatory and the assistant.
- 3
Secure payroll data
Introducing DATEV Unternehmen Online and Arbeitnehmer Online via the tax advisor, plus a dedicated HR mailbox for all HR matters. Lean HR and recruiting processes for smooth payroll preparation. Taking over communication with health insurers and authorities.
- 4
Recruiting rebuilt
A lean careers page, job descriptions developed with the team leads, publishing, application screening and interview organisation.
Result
- Noticeable relief for the managing director and her assistant
- Accurate, on-time payroll preparation
- Clear workflows with the tax advisor and accounting
- AdminDock HR is firmly part of the company culture
- Recruiting runs in a structured way without burdening the team
Services used
“Our HR finally runs in a structured and reliable way. I feel real relief day to day, because processes work and nothing gets left lying around. What I value most is that my assistant can focus on her actual work again and support me more in day-to-day business.”
Which scenario fits your subsidiary?
Tell us where your German entity stands today. We show you what the path could look like for you.