Italy
I never saw HR as the department of forms and procedures. To me, it has always been about people — about the quiet moments when trust is built, the fragile seconds when it is broken, the sparks of growth, and the shadows of conflict. These are the turning points that shape both individuals and organisations. My journey has stretched like a line drawn from west to east, crossing cultures, perspectives, and experiences. Along the way, I’ve learned that HR is more than process: it is the art of holding together the many threads of human stories into a fabric strong enough to support a company’s future. In my role as HR Manager, I often find myself moving between silence and dialogue, between listening and challenging, between the needs of people and the demands of business. It is not a balance of opposites, but a constant weaving — a story in motion, always unfinished, always human. What inspires me is not perfection, but the possibility of transformation. I believe every grievance, every performance review, every conversation at work is part of a larger narrative: one of resilience, of accountability, of growth. My task is to help uncover those stories, connect them, and shape new chapters where people and organisations can flourish together. From west to east, from one story to the next, I continue this work — not because it is simple, but because it matters.
• Customer service role model. Act as a key point of contact for South HR Business Partner, First-line Managers and employees on employment, benefits and policy queries with demonstrable skill at redirecting customers to utilizing self-service/self-help support systems available for their queries. • Managing Workforce reduction in alignment with the local legal requirement • Deal proactively with employee relations issues including resolution of complex case management and escalating where appropriate • Coordinating project on Offices closure in Europe enabling the transformation of the workforce in remote sellers through consultation • Data analytics reporting as well as Workday entries/changes within agreed SLAs and as per the quality standards • HR program support to include project managing South process improvement initiatives that are aligned to EMEA HR and best practices • Facilitating local HR inductions that are aligned to global onboarding practices • Responding to routine employee questions on HR related matters/policy interpretations etc • Liaising with global HR functions for data collation / additional info to complete task at hand • Perform various ad-hoc data-cleansing tasks and additional process responsibilities • Act as subject matter expert for the technology systems employed by the HR Services team (including, SharePoint, Knowledge Base and Workday). • Contribute to the continuous improvement of HR systems and practices. • Be responsible for the collection, recording and storage of employee files in both hard and soft copy. Responsible for auditing information in our records and systems to ensure our data is accurate and compliant for local legislation needs.
- Develops and implements employee engagement programs and HR Initiatives relating to site HR strategy for Shared Services and Commercial and Global Division environments across Dublin sites. - Provides guidance and counseling to managers and employees on employee relations, employee discipline, and performance. - Assist Leaders with implementing optimal organisational structure by assessing needs and objectives, helping managers identify appropriate knowledge/skills/abilities. - Work with respective department managers to ensure Local/National, European and Corporate HR policies, procedures and laws are been adhered to. - Investigates and manage employee relations issues and ensure compliance with site disciplinary procedure. - Deliver monthly onboarding and quarterly leadership HR Clinics and employee lunch n learns at the site. - Develop and co-ordinate communications programme which ensure harmonious employee relations. - Co-ordinate the Performance Excellence (PEx), merit and incentive plan processes for respective site and ensure all Divisional due dates are complied to. - Ensures all applicable legal requirements are met and works closely with Legal counsel on all situations which pose a litigation risk or other liability. - Proactively identifies potential employee initiatives by participating in functional management and employee meetings on a regular basis. - Working closely with myHR Team and site leaders to ensure appropriate employee documentation, changes to employees; status, pay and benefits, annual performance appraisal process, employee relations investigations, employee discipline, and employee terminations to maintain compliance with internal and external policies and regulations. - Prepare monthly HR metrics relating to areas of responsibility to management and division as required. - Prepare monthly payroll for all legal entities in line with Abbott policy and Workday records. - Act as key HR contact for site time and attendance system.
• Provide advice to line managers, HR colleagues and CAP champions on the application and interpretation of a wide spectrum of complex/red flag issues from people policies, including Conduct, Attendance, Performance, Grievance, Diversity, Flexible Working, Bullying and Harassment • Providing end to end support for managers on any Conduct, Attendance, Performance cases and ensuring the meet SLA’s • Up skill of line managers and HR Colleagues, through coaching both face to face and remotely • Proactively manage any anticipated or actual escalations and ensuring the business is protected at all times • Provide a strong, bespoke support to ensure managers have an excellent employee experience • Influence leaders and managers throughout the business to follow appropriate steps to ensure legally compliant procedures are implemented that is reflective of a great place to work • Lead on the proactive Performance Management Project, managing stakeholders and providing support to the team and managers • Accountable for delivering both a continuous improvement mind-set and tangible high value change • Ensure Telefónica is protected legally in all employee related matters, by ensuring all processes are compliant with legislative changes • Ensuring internal HR Portal is updated with any policy, process or legislative changes
• Guiding employees and managers on HR issues • Interpreting and clarifying the companies HR policies & practices for the staff • Providing key administrative support for HR processes and activities • Managing HR Projects and collaborating with the Stakeholders in order to analyse needs and develop solution to improve HR policies and practices • Instilling a strong customer focused mindset within the team to both ensure adherence to SLA’s and delivery of an exceptional employee experience to our customers • Process owner and point of contact for Litigation Cases, Incidents and Sick Pay policy • Updating and maintaining data on relevant systems, ensuring the highest levels of accuracy • Updating knowledge database and work instructions, ensuring legislative updates are incorporated into processes • Continuously improving core HR end-to-end administrative/transactional processes
• Handled recruiting strategy • Developed and updated job descriptions and job specifications • Performed job and task analysis to document job requirements and objectives • Prepared and post jobs to appropriate job board • Sourced and attract candidates by using specific websites, social media etc • Screened candidates resumes and job applications • Conducted interviews using various reliable personnel selection tools/methods to filter candidates within schedule • Assessed applicants’ relevant knowledge, skills, soft skills, experience and aptitudes