One Role | Two Minds | Zero Compromise

When Elisabeth Buchmann and Valentina Santaniello stepped into their shared role as Head of Commercial Finance DACH at Kellanova, it wasn’t just a personal milestone. It was a strategic experiment. The company had launched job sharing as a pilot to explore more flexible, inclusive leadership models. For Elisabeth and Valentina - or “ElVa,” as they’re known internally - it turned out to be much more than a smart pairing. It’s become a powerful, people-centered leadership model that others across the organization are now watching closely. 

In this Tandem Story, ElVa share how they found each other, what makes their shared role work, and why the math really does check out: 1 + 1 can definitely be greater than 2. 

How it all started 

Valentina: Job sharing wasn’t just a personal idea. It was part of a broader initiative within the company. At our Hamburg office, we had been exploring how to attract and retain top talent in a competitive market. Alongside benefits and compensation, we also looked into new ways of working and realized we had room to innovate. 

The idea felt like a natural next step. Flexibility and inclusion are already deeply embedded in Kellanova’s culture. And with strong support from our GM, HR leadership, and European CFO, we had the confidence to go from concept to reality. 

We approached it with intention. I was already part of the company, and we decided to recruit my partner externally. Within just two months - without using a headhunter - we had a strong pool of highly qualified candidates. With support from Jobsharing Hub, we structured the role and used PairToShare to reach new audiences. 

What really surprised us: nearly 30% of applicants said they only applied because it was a job sharing leadership role. These were top-tier professionals who wouldn’t have considered switching employers otherwise. That moment showed us the potential. Job sharing isn’t just about flexibility - it’s a serious strategic advantage. 

Elisabeth: That’s how we came together. Not by chance, but through a clear plan and shared purpose from day one. 

One role, two rhythms, shared responsibility 

Elisabeth: We currently share the role of Head of Commercial Finance DACH. It’s a position that sits on the regional leadership team and involves everything from performance management and forecasting to strategic decision support and partnering with Sales and Marketing. 

Valentina: We operate as one unit. Internally, we go by "ElVa". We have a shared email address, one Teams account, and we communicate with one voice. 

Our working model is simple but structured. I’m in the office from Monday to Wednesday, Elisabeth works Wednesday through Friday. Wednesday is our shared day, which we use with intention for alignment, joint decision-making, and collaborative work. That’s when our combined perspectives really come into play. 

We’ve built simple routines that keep us both up to speed. A shared OneNote for meeting notes and priorities, and a dedicated Outlook folder for important emails. This lets us skip the long handovers and focus our shared time on what matters most. 

Elisabeth: One key rule we’ve followed from the start: we don’t add complexity for others. No one needs to know who is working when. The answer is always: ElVa is on it. 

A company-wide ripple effect 

Valentina: From day one, the feedback from colleagues was overwhelmingly positive. People across our local and European teams said they felt proud to be part of a company that not only talks about inclusion, but acts on it. 

We also wanted to set the right tone. Together with Jobsharing Hub, we ran a dedicated workshop for our team to explain how the model would work. It created space for open questions and gave everyone a voice. Having a coach facilitate the conversation helped build trust and psychological safety early on. 

Elisabeth: Of course, in Finance, numbers speak. And the numbers from our recruitment process were compelling. The quality of the applicant pool was striking. Seeing that 30% applied specifically because it was a shared leadership role made even the skeptics pause. It proved this wasn’t about making concessions. It was about unlocking access to outstanding talent that a traditional model might miss. 

Aha moments, and lessons learned 

Elisabeth: One thing we learned early on: we don’t always have to agree. And that’s a good thing. When disagreements are handled with respect and clarity, they actually strengthen the partnership. It helped us realize that alignment isn’t about being the same. It’s about building better decisions together. 

Valentina: And job sharing doesn’t slow things down. It forces us to reflect, to structure our thoughts, and to keep communication sharp. That clarity has made us faster, not slower. 

Why 1 + 1 is greater than 2 

Valentina: We see the value of our tandem setup every single week. One major benefit is consistency. While some colleagues are already winding down on Fridays, we’re still going strong. That extra rhythm gives our team and stakeholders steady momentum. 

Elisabeth: Our decision-making also improves. With two sets of expertise, we bring broader perspectives into the room. We challenge each other’s thinking, and the result is often more thoughtful, well-rounded solutions. 

And there’s also the human factor. On tough days, one of us is always there to step in, to carry the load, or just to offer perspective. It’s incredibly reassuring to know you’re not alone. 

Valentina: Even when one of us is on holiday, the other keeps things moving. There’s no pile-up of unread emails or bottlenecks. The work keeps flowing  and stakeholders can rely on that. 

Elisabeth: We’ve often been told that it’s hard to tell who’s answering an email or speaking in a meeting. That’s not a coincidence. It’s the result of intentional alignment, and it helps create a smooth, consistent experience for everyone we work with. 

The moment people forget who they’re talking to 

Valentina: One thing people often tell us is, “If I close my eyes while talking to one of you, I can’t tell which one it is.” It may sound funny, but we take it as a real compliment. 

Elisabeth: It shows how closely we’re aligned not just in how we speak, but in how we think, act, and lead. That kind of consistency builds clarity and trust. It’s exactly what a good tandem should aim for. 

Advice to new tandems 

Elisabeth: Invest in your foundation. Take the time to align on values, ways of working, and how you’ll make decisions together. Don’t skip that step. 

Valentina: It also helps to make your tandem visible. Use a shared name, shared tools, show up as one. That consistency helps others understand how to work with you. 

And set clear goals early on not just for the role, but for how you’ll collaborate. Include your manager in that process. It pays off. 

Elisabeth: We also strongly recommend working with a coach, especially in the early days. That support helped us move faster and avoid common pitfalls. 

Valentina: Most importantly - try it. Job sharing isn’t just doable. It’s powerful. 

Looking ahead 

Elisabeth: Our clear preference is to keep going together. This model works. It delivers results. And it’s deeply rewarding. 

Valentina: But we also know things can change. If that ever happens, we’re confident that the skills we’ve built as ElVa shared leadership, resilience, trust will serve us well in any future role, whether we stay together or not. 

For now, we’re right where we want to be. And we’re excited to keep showing what’s possible when you lead as a team. 

Thank you both for the inspiring Interview!