HRForecast supported hanseWasser to gain new insights
and to apply innovative methods of data analysis
throughout the strategic workforce planning process.

hanseWasser Bremen GmbH: Big Data analytics for optimized long-term workforce planning

Being responsible for the wastewater disposal of a major city makes hanseWasser Bremen GmbH a fundamental part of the public infrastructure. HRForecast supported hanseWasser to gain new insights and to apply innovative methods of data analysis throughout the strategic workforce planning process. The task: The development of long-term and flexible recruiting instruments which ensure that emerging needs in terms of competencies and capacities are covered at all times.

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Florian Fleischmann
Managing Director HRForecast

+49 89 44 42 94 90


Initially, the planning process of HanseWasser Bremen GmbH was accompanied by numerous complex challenges. The central concern being the fact that over 40 percent of the presently employed 440 people will leave the company due to retirement by the year 2025. At the same time, the talent pipeline on the local labor market was scarce in terms of quality and quantity. At the same time, uncertainty about the ongoing digitalization and the shift of skill profiles further aggravated the situation.

The recruiting process at hanseWasser was largely based on internal company data and traditional HR instruments. Following the digital transformation of other business areas, the HR department of hanseWasser does now integrate external data and advanced statistical methods in the talent acquisition process, which leads to a long-term and proactive workforce planning approach.



In close collaboration with HRForecast, hanseWasser Bremen was able to implement a tailor-made methodology for the strategic workforce planning process. At first, all existing internal company data of the client was linked with external, macro-economic data and extended labor market information. Based on this powerful and consistent data cube, future workforce risks and costs impacts within the company were modelled, predicted and comprehensively portrayed. Moreover, it was made clear, where competency gaps are to be expected in the future. Finally, HRForecast delivered the client individual simulations and scenarios to model the impact of changing prerequisites and requirements on the workforce structure, which enables the client to continuously adapt the strategic workforce plan and always stay in control of its workforce.


Within only a few weeks, HRForecast was able to provde hanseWasser Bremen GmbH tangible proposals for the optimization of the strategic workforce planning process and for the design of specific recruiting instruments. The results in a nutshell:

  • Deployment of a flexible data model for the continuous prediction of the future workforce demand
  • Detection of cost saving potentials
  • Quantification of transformation costs to achieve the target workforce structure
  • Development of a tailor-made sourcing strategy
  • Identification of the future availability of strategic and key roles on the labor market and within the existing workforce

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