Your partner in clinic management. Discover the beat of the future.
We are the partner for hospitals that want to manage, not just administer, their personnel costs.
Making the largest cost block transparent and predictable.
Gain independence from external service providers and shape it strategically.
A hospital’s staff is one of its most important resources. It is a prerequisite for excellent service delivery and, at the same time, the greatest economic lever. Personnel cost ratios are often around 70%—data transparency is the key to successful management. Poor data quality and low data availability can quickly impact results.
Modern HR management must achieve both: economic management and operational excellence. With Oberender, you validate your data basis while simultaneously building internal structures to make important decisions quickly and reliably.
Identifying real needs: Systematic analysis of personnel requirements, personnel costs, and personnel availability brings the necessary transparency to a complex system. This makes approaches for action visible and bottlenecks manageable. Ensuring functionality and efficiency is our goal.
For an average hospital with a €50 million personnel budget, details determine whether the numbers are in the black or the red. However, decisions are often based on uninformative projections with unclear data origins.
We ensure data truth. With valid dashboards and genuine HR controlling, we make your largest cost block transparent. You can manage and negotiate based on hard facts.
Analysis alone doesn’t fill positions or fix budgets. We deliver results. Whether by temporarily stepping into vacant HR leadership roles or operationally building recruiting processes: We support you not just with concepts, but implement measures directly.
HR managers often find themselves caught between cost pressure, economic efficiency, and the demands of executives. We strengthen your position through objectivity. With valid data, we provide the arguments you need for negotiations or strategic decisions. In this way, HR evolves from an “administrator” to a strategic partner for management—with a common language based on reliable figures.
Negotiations and management based on error-prone projections or “historically grown” assumptions can quickly become a risk. We ensure radical data truth. We check your relevant interfaces and build dashboards that allow you to recognize deviations immediately.
Your added value: Certainty in management and a factual basis for negotiations.
Minimal effort, clarity in 5–10 days: The HR Management, HR Controlling, and HR Recruiting Quick Checks are coordinated and can therefore be easily combined. Depending on the combination, you receive a specific insight or a comprehensive overview.
No—BEM usually only covers one part. Due to the drastic increase in absenteeism, we believe the focus should be on all illness-related absences. Short-term and frequent absences in particular often lead to bottlenecks and process disruptions—but fly under the BEM radar.
Yes. The investment usually pays for itself after just 3–4 hires, as expensive agency commissions (often 20–30% of the annual salary) are completely eliminated.
No. Our principle is “helping you help yourself.” We build structures, train your team, and withdraw once the engine is running.
No. We do not install any software. We work in compliance with data protection regulations using secure data exports from your existing systems.
We provide the “business case.” We translate qualitative HR requirements into hard financial figures that economically justify investments.
Yes. We offer immediately available interim managers for HR management or recruiting to put out acute fires.
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