The one you
can rely on.
Henrique Wohltmann and Jan-Dirk Schuisdziara, the managing partners of Hansa Meyer Global, about the company’s core values, future topics and objectives as an employer.
40 years of Hansa Meyer Global – ‘The one you can rely on’. What is this particular reliability towards customers, partners and employees based on?
Henrique Wohltmann: Reliability is not a buzzword for us, but a lived reality. For over four decades, we have stood for reliable project logistics worldwide. With 20 of our own locations in 12 countries, we can implement complex projects locally and manage them globally. Our processes are based on the ADSp 2017, supplemented by binding HSE guidelines and a clear Code of Conduct. Our internal management is characterised by regular meetings, structured reporting lines and international coordination. This creates clarity, speed and accountability – and turns our brand promise ‘The one you can rely on’ into a genuine value proposition.
What makes Hansa Meyer Global unique in the market as a ‘transport architect’?
Jan-Dirk Schuisdziara: We see logistics as architecture. Each project is individually planned, designed and implemented, like a customised building. Our solutions are modular, scalable and take into account all logistical, technical and regulatory requirements. With our branches worldwide, we combine global management with local implementation expertise – a clear competitive advantage. We are also making targeted investments in the digital transformation and future viability of the company, focussing in particular on smart logistics applications, data transparency and cloud-based processes.
What digital ideas and projects is Hansa Meyer Global planning for the future?
Jan-Dirk Schuisdziara: For us, digitalisation is a holistic and participatory transformation process that we are consciously shaping together with our employees and external innovation partners. We are increasingly focussing on AI-supported work processes and accompanying this with corresponding internal training measures. It is important for us to drive forward digital and sustainable transformation at the same time, the so-called ‘twin transformation’. With this in mind, we are continuing to prepare intensively for the new EU directive on sustainability reporting (CSRD). A specially developed roadmap regulates the efficient interaction between IMS, Finance, HR and Operations.
How is Hansa Meyer Global continuing to develop into one of the best employers in the industry?
Henrique Wohltmann: Our corporate culture is based on reliability, integrity and mutual appreciation. Performance and customer satisfaction are important, but they can only be successful in the long term in conjunction with a social performance culture. We actively promote health, safety and environmental protection – evidenced by ISO certifications (9001, 14001, 45001) and our comprehensive SGA and environmental plan. Benefits such as bike leasing, the active involvement of employees in decision-making processes and targeted employer branding measures, including internationally, make us attractive. In addition, internal surveys show that our employees particularly appreciate the flexibility, the working atmosphere, the team spirit and the range of tasks in their respective fields of activity. For us, leadership means: placing trust, promoting personal responsibility and enabling personal development.
Why are lifelong learning and continuous development so important today and how does Hansa Meyer Gobal support its employees in this endeavour?
Henrique Wohltmann: In a world of constant change, learning is no longer an option, but a necessity. We promote a lifelong learning and development process, which we actively support both on and off the job. Our employees should have the opportunity to continuously develop their professional, methodological and social skills in order to ensure our quality standards and position the company for the right future. For us, lifelong learning is also an instrument for employee retention and recruitment, especially in view of the shortage of skilled labour. This is why we offer training, coaching and hybrid learning formats.