July 02, 2014: Angela Titzrath, Member of the Management Board and Labour Director at Deutsche Post DHL, has stepped down from her mandate today for personal reasons.

Wulf von Schimmelmann, Chairman of the Supervisory Board of Deutsche Post DHL, expressed his regret at Angela Titzrath‘s decision, and expressly thanked her for her successful leadership and further development of the HR department within the company.

Pending the appointment of a new Head of HR, Frank Appel, CEO of Deutsche Post DHL, will take on the corresponding responsibilities in a dual role.


(The following is an extract from a Q&A ‘It’s all about people’ with Titzrath posted on the Deutschepost DHL website in March this year):

TitzrathQ: As Board Member for Human Resources, you're responsible for some 480,000 employees. What is your approach to HR policy?

A: My approach is to stay focused on one underlying truth: it's all about people. Deutsche Post DHL has a huge, truly global workforce, but we need to stay agile and responsive. For us in HR, this means establishing a global HR management system that develops and grows in line with employee needs and, at the same time, meets the operational demands of the business areas.

Q: How do you see your role in this?

A: It's important for us in HR to bring a spirit of entrepreneurship and problem-solving to our work - to approach challenges not just as HR specialists, but as business people. If we can do this, then we can make a significant contribution to our company's success over the long term. One of the keys is to make sure we have the right people with the right qualifications in the right positions across all divisions. I see my role and that of HR as a connector. We need to build bridges and harmonize our HR operations. This was the motivation for establishing a global steering committee, which regularly brings together all areas of the business and all regions to discuss all relevant HR issues around a single table. A lot has been accomplished on the organizational side, but the most important thing is to increase the dialogue with our employees. Continuous communication and exchange is the only way to continue to improve our HR work into the future.

Q: Do you see room for improvement in the area of women in leadership roles?

A: We are committed to filling 25 to 30 percent of all management-level vacancies with women, and we are making good progress on this front. Here in Germany we have increased the percentage of women in management from 17  percent up to 19.5  percent since 2010. But for me the question is still defined too narrowly. It's not just about promoting gender equality, it's also very much about enabling the balance between family and career. And this is by no means just a women's issue. More and more young men have a stake in this issue and expect their employers to provide solutions.

Q: And what’s your response?

A: We offer our employees a range of options to help them balance the demands of family and career, including flexible working time models, relocation support and continual improvements to our childcare services. Last year in Bonn we doubled the number of childcare places available. You can be sure that we will continue to develop new ways to help our people find their own work-life balance. One thing is clear: the success of Deutsche Post DHL depends on how we respond to these challenges in the future.