Milan, Lombardy, Italy
With 25 years of experience in HR and over 15 years in recruiting and talent management, I am passionate about finding and attracting the best talent for BCG. I have a strong background in HR, talent attraction, and branding, and I leverage my skills and knowledge to develop innovative engagement strategies that drive our growth. I work with a dedicated team to create social media campaigns and dynamic video content that showcase our corporate culture and attract top-tier talent across all levels. I also manage all talent attraction events, including on-campus and in-house events, designed to captivate and recruit the best candidates. I am motivated by BCG's mission to shape the future of business and society, and I bring diverse perspectives and experiences to the team. Currently, I lead Talent Attraction at BCG for Italy, Greece, Turkey, Israel, and the Caspian region. I work closely with the leadership and the recruiting partners to support the regional recruiting efforts and align them with the global vision and standards. I ensure we deliver a consistent, high-quality candidate experience and maintain a strong, diverse talent pipeline. I also monitor and analyze the recruiting metrics and trends and provide insights and recommendations for improvement.
I lead Talent Attraction at BCG for Italy, Greece, Turkey, Israel, and the Caspian region. My primary focus is on developing innovative engagement strategies that drive our growth. I work with a dedicated team to create social media campaigns and dynamic video content that showcase our corporate culture and attract top-tier talent across all levels. My key responsibilities include managing all talent attraction events, including on-campus and in-house events. I ensure these events are designed to captivate and recruit the best candidates. They are critical to our strategic approach as they allow us to connect directly with potential talent and provide them with insight into what makes BCG an exceptional place to work. I am also responsible for coordinating BCG's internal communication plan. I organize and oversee activities and events reinforcing our company culture and enhancing employee engagement. My approach focuses not only on attracting the best external talent but also on nurturing our internal community. I strive to create a cohesive and motivated workforce aligned with BCG's values and objectives.
I oversee and manage the entire recruiting process of the IGT System of BCG, coordinating a team of colleagues. I work closely with the Recruiting Director and the Recruiting Partner to support the Italy, Greece and Turkey offices recruiting efforts.
The goal of the role, at worldwide level, was assuring the correct flow of the selection and hiring process in co-ordination with the HR Managers, giving access to a wide range of tools and channels of recruitment establishing effective relations with Head Hunting companies, job agencies, Universities, Schools, and sector institutions. From 2009 to 2013 I’ve staffed, on average, 10 stores per year; most of them in emerging markets (e.g. Brazil, Turkey, Greece, Morocco, Russia) or in big malls (e.g. Singapore - Marina Bay, Las Vegas – City Center). Some achievements: from April to June 2014 I’ve been in US managing autonomously the opening of 13 corners in Saks 5th Ave and Neiman Marcus in eight cities. In March/April 2015 I’ve managed the staffing of a new leather goods plant by hiring 100 high-skilled craftsmen.
I had the full responsibility of the Group In-house Communication reporting directly to the Central HR Director. I designed and managed the Intranet Portal common to all Italian branches of the Group with an extension to the international ones. I carried out the Opinion Survey on 6000 employees. I cooperated in the drawing up of the Sustainability Report in relation to Personnel Policies I managed the production of communications tools for stakeholders (CD, posters, gadgets…)
The main projects carried out were: the assessment of managerial potential for all second level employees (57 people) and the relevant drawing of individual development plans, the assessment of potential for 50young resources (in which activity I supported the consultant in the role of assessor), analysis of the new organizational design for 2005 (definition of personnel needs, development paths…), worked with Call Center manager on the selection and training of 35 internship workers.
I coordinated the design of the process for the definition of the objectives and consequently of the process of Performance Management (definition of the process steps, formulation of the handbook, forms, training course design). From January 2002 I joined the consultant in the classroom in 20 training sessions on the Process involving all Company employees. From 2002 I also took the responsibility of personnel management in the Milan Headquarter (150 people)