Employer of Record · Germany · Role
For companies — including China-headquartered teams expanding into Germany — that already have a technical project manager candidate selected for customer implementation, industrial rollout, or cross-border delivery work. Share the exact role, the candidate, the German city or site, and the expected work pattern. Once confirmed, PIO coordinates the employment contract, payroll, applicable statutory deductions and insurance, leave, and offboarding.
Here's what typically matters most when hiring a Technical Project Manager – Germany in Germany.
Your company owns the project scope; day-to-day direction at the site is agreed between your company and your host customer. Reporting lines between headquarters and the Germany-based project manager, including who signs off on project decisions, should be agreed before start.
Confirm which customer sites or plants the role covers, expected travel frequency, and any site-specific access or safety requirements, since many technical project manager roles are travel-heavy by design.
Plan how scoping, customer relationships, and systems access transfer from headquarters to the Germany-based project manager, so the handoff is clear from the first week rather than worked out on the fly.
Agree on the project management tools, reporting cadence, and documentation standards the role will use, since these usually stay owned and defined by your company's project organization.
When you hire a Technical Project Manager – Germany in Germany through PIO, the responsibilities split clearly.
PIO first confirms the exact employment arrangement for the selected candidate: the role, the German work location, the work pattern, the reporting and direction model, the expected duration, and compensation. Once confirmed, PIO coordinates the agreed employment contract, payroll, applicable statutory deductions and insurance, leave, and offboarding. PIO does not recruit candidates. Your company owns project scope, budget, delivery commitments, product and commercial decisions, and business outcomes. Before work begins, your company and your host customer agree on site access, workplace and site safety, reporting, and day-to-day technical or project direction.
A practical starting point for the rules that shape a Germany hire. It is not legal advice, and your exact terms will depend on the role, sector and agreement.
Pay, hours and leave
Germany's general minimum wage is €13.90 gross per hour from 1 January 2026, rising to €14.60 from 1 January 2027; sector-specific rates can be higher. A working day is generally capped at 8 hours, extendable to 10 only under statutory averaging rules, and minimum leave is equivalent to 20 days for a regular five-day week.
Written terms and payroll
The essential terms of employment are documented and provided to the employee, and the exact salary due date is set in those terms for each hire rather than assumed. It is not the same single date across every role.
Notice and termination
The statutory baseline is four weeks' notice to the 15th or the end of a calendar month, and employer notice periods lengthen as service grows. An agreed probationary period of up to six months may carry a two-week notice, and termination must be in writing.
Work setup and authorization
Every hire starts by confirming the workplace, who directs the day-to-day work, the expected duration and the person's current German work authorization. A local EOR arrangement differs from relocating someone or extending a temporary assignment from China.
These are general reference points as of 2026 and can vary by sector, agreement and individual circumstances. Confirm the specifics for your hire before relying on them.
This practical guidance draws on the official sources below. Public requirements can change, so the details should be reconfirmed for each hire.
Here's what happens after you tell us who you want to hire.
Tell us the workplace, reporting line and target start date so we can confirm availability for this specific hire.
Once availability is confirmed, PIO coordinates the agreed employment terms, payroll setup and statutory registrations for the hire.
You direct the day-to-day work and outcomes; PIO coordinates ongoing payroll, statutory deductions, social-insurance administration, leave and offboarding.
Your company and your host customer agree on which sites the project manager will visit, the expected travel pattern, workplace and site safety requirements, the reporting line, and day-to-day technical or project direction before work begins. Share these details alongside the role and candidate so PIO can confirm the employment arrangement before it is coordinated.
Share the exact role, the named candidate, the German city or site, the work pattern (hybrid, customer-site, or travel-heavy), the reporting line, and the expected duration. PIO confirms it can support these specifics before coordinating payroll, contract, and other employment steps.
Share the details of your Technical Project Manager – Germany hire and we'll confirm availability, then coordinate the agreed employment and payroll administration around it.
