Annual Report 2023

Composition and diversity

In accordance with Article 8 of the articles of association, HHLA’s Executive Board must consist of at least two members. The Executive Board’s members are appointed by the Supervisory Board. Together with the Executive Board, the Supervisory Board ensures there is a long-term succession plan in place and that diversity considerations are taken into account in the composition of the Executive Board. In the interests of outlining diversity aspects more precisely, the Supervisory Board has approved the following diversity concept for the Executive Board.

HHLA’s current Executive Board

Angela Titzrath

Jens Hansen

Torben Seebold

Annette Walter

Chairwoman of the Executive Board

Chairwoman of the Executive Board

Member of the Executive Board

Member of the Executive Board1

Corporate development
Corporate communications
Container sales
Intermodal segment
Logistics segment

Information systems

Director of Labor Relations
Human resources
Purchasing and materials management
Health and safety in the workplace
Legal and insurance3

Finance and controlling4
Investor relations
Internal audit
Real Estate segment


Since 1 January 2024


Excluding Real Estate, for the Intermodal and Logistics segments in consultation with the Chairwoman of the Executive Board


Including Compliance


Including organisation

Objective of the diversity concept

The Executive Board plays a central role in the ongoing development of HHLA and the Group. Along with the professional skills and experience of the Executive Board members, the Supervisory Board believes that diversity aspects play an important role in the sustainable development of the company. Different personalities, experiences and expertise prevent group thinking and facilitate a more holistic approach, thereby enriching the work of the Executive Board.

Diversity aspects

The Supervisory Board strives to ensure that the Executive Board is composed of members whose personal and professional backgrounds, experience and expertise complement one another so that the Executive Board as a whole can draw on the widest possible range of experience, knowledge and skills.


As HHLA’s Executive Board comprises more than three people, its members must include at least one woman and one man in accordance with Section 76 (3a) AktG. Apart from this requirement, the Supervisory Board is guided by the principle of equal participation of women and men when appointing Executive Board members and actively pursues this objective, e.g. by specifically looking for female candidates to join the Executive Board.


Diversity in the Executive Board is also reflected by members with different qualifications and career paths who can draw on a wide range of different experiences (such as industry background). Members with different qualifications, professional backgrounds and experiences are therefore actively welcomed. However, each Executive Board member must have the personal and professional skills and experience necessary to fulfil the responsibilities of an Executive Board member at an international, listed company and protect the HHLA Group’s public image. Members of the Executive Board should also have an in-depth understanding of HHLA’s business activities and are usually required to have several years of managerial experience.

Furthermore, with a view to HHLA’s business model, at least one member should have specialist expertise in the following areas:

  • strategy and strategic management;
  • the logistics business, including the relevant markets and client needs;
  • sales;
  • operations and technology, including IT and digitalisation;
  • the real estate business;
  • sustainability/ESG (environmental, social, governance);
  • legal affairs, corporate governance and compliance;
  • human resources, especially HR management and staff development, as well as experience of co-determined structures; and
  • finance, including financing, accounting, management control, risk management and internal control processes.


As the Group’s activities are international by their very nature, at least some of the members should have considerable international experience.


The age limit for Executive Board members is 67. There is no minimum age. However, Executive Board members are generally expected to have several years of managerial experience when they are appointed, which presupposes a certain amount of professional experience. Within this framework, a varied age structure within the Executive Board is targeted – in the interests of diversity and long-term succession planning – although age is deemed less important than the other criteria.

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