Milan, Lombardy, Italy
I am a senior HR leader with a strong and consolidated experience for more than 8 years in HR management roles, both at strategic and operational level, within Global multicultural contexts and multi-industries, both in B2B and B2C markets. I strongly believe that HR is all about unlocking people potential, driving capabilities evolution and enabling change to foster business growth. Having a deep knowledge of the different working cultures, I am flexible and adaptable to complex and fast-moving environments, with an innovative and pragmatic approach in driving HR strategy, and a strong focus on delivery, obsessed from optimization and efficiency. Strong functional and cross-functional relationship, leadership and influencing skills to inspire and motivate team in HR and across the organization to deliver stretch targets on time and on budget. Recently focused on Big Data & Analytics, Digital and Agile organization, with a strong attitude and passion for Talent strategy and People Development. I am leading the labor relations strategy, managing Trade Unions relations, both Nationals and Locals. I participate to the European Works Council (EWC) and negotiated the National Company Agreement. I managed a business restructuring and re-organizations opening a Social Plan and reducing the site’s working force of 10% (50 employees. Mobility procedures). I consider competencies, collaboration, innovation and speed as success milestone; in order to meet business needs, reach company results, develop successful relationships across organization and foster open and transparent communications. I love the strategic thoughts able to deeply understand business dynamics and the ability to execute on them. I always look for continuous improvement aimed to become a senior, strategic HR Director. Specialties: HR direction, recruiting, talent and organizational development, C&B, change management, Project Management, Industrial relations and labour law.
HRBP for CWT's Global Sales Effectiveness (Commercial functions). The main responsibilities are to drive the Commercial People agenda to enable growth and outstanding business performance and to attract, develop & retain commercial talent for CWT. Leading the global Customer function of the commercial organization of CWT, supporting the global-, regional-, and local sales community (120 countries). By developing and executing our HR Strategic road map, we aim to strengthen our commercial capabilities throughout our enterprise. This should result in a world class sales community offering meaningful solutions to our customers and sustainable sales performance for our company.
Member of Italian Executive Committee. I’m accountable for the successful planning and delivery of all HR programs for the entire Italian organization, for both local and EMEA functions, reporting to the VP Human Resources. Direct line management responsibility for 5 HR people based in Italy and Poland. I interpret the HR function as a fundamental leverage to support business strategy and drive a company’s performance, throughout organizational development and human capital growth. I’m responsible to translating the strategic objectives into a tailor-made HR plan and I am leading the labor relations strategy and practices aligning with our digital transformation and business strategies “CWT 3.0” fueled by our +18.000 people. Main responsibilities: • Provide strategic people consulting to leadership teams, serving as a trusted advisor and leveraging high level of business knowledge and understanding complex strategies; • Lead complex change and transformation programs, with Functional Innovative Model (managing the Chairperson role with a quarterly rotation process), to support business and leadership evolution ensuring best business performance and consistency in a matrix organization; • Recruit & Hire of Senior Managers and Directors; • Lead team Development and Talent Strategy by designing the best way of working in teams, both cross functionally and inside Divisions to ensure greater performance locally and best alignment with the global/matrix structure; • Drive the digital skills, cultural and market approach transformation to guarantee the evolution of the Company; • Evolve career models and reward structures to attract and retain the new multidimensional workforce; • Accomplish business restructuring and re-organizations opening a Social Plan and reducing the site’s working force of 10% (50 employees. Mobility procedures); • Design and implement the Labor relations strategy, coordinating the European Works Council; • Negotiate of National Company Agreement.
Very business-oriented, every day I work for building the best organization with the right people, supporting my Company to reach its target and always overachieving mine. Specifically, I’ve met the challenge to manage complex projects (re-organization, change management, reskilling) that involved senior stakjeholders and required high problem-solving skills into international environments. Accountable for the full range of HR activities – implementations and compliance of HR-policies and procedures, recruiting, training and development, employee relations and supervision of payroll. I’m working in HR because I strongly believe that talent and competences development are essencial for each company to face the challenge of the future. Main responsibilities: • Ensure a strong employer branding positioning as enabler of the future talents pipeline; • Increase management's effectiveness by recruiting, orienting, training, coaching, and also by communicating values, strategies, and objectives; • Participate in the definition and execution of organizational and change management programs in order to guarantee efficiency and effectiveness; • Manage Leadership Assessment to evaluate strengths, identify people and skill development opportunities of leaders; • Supervise and implement processes related to people development with special focus on Talent management; • Deploy state of the art training and development programs in order to give people the opportunity to develop future-proof skills through industry-recognized certifications and a future focused approach to performance management; • Contribute to design and implement the overall Industrial Realtions strategy (Trade Unions meetings both at local company level and at European Working Council level) • Provide overall HR technical Labour Law support especially around disciplinaries, Legal issue management, litigations, grievances, Trade Unions prerogatives.
HR Manager for Commercial and Terminals Department (1400 employees within the local and vertical functions), Consumer Business; managing all HR processes for Marketing, Brand, Big Data & Analytics and Sales Units. Areas of responsibility: • Organization, staffing and headcount optimization targeting a reduction of 30% through individual agreement and management (MSA); • Intensive recruiting program on key emerging roles such as Data Scientist, Sales and Digital Marketing ; • Talent sourcing and development, Management By Objectives, succession planning, cross cultural training; • Headcount and personnel cost planning (200 ML € personnel cost per year); • Comp&ben process including participation to the remuneration committee meetings; • HR management of expatriates including local tax implication and cost allocation. Main projects: • Design and prototype the Agile organization. Managing an intensive and broad cultural change management and re-organizational process for Retail People Trasformation project; • Set-up of a new organizational unit dedicated to innovation: Big Data & Analytics; • Set up of Marketing & Sales Assessment and Academy: Fit for the Future.
In charge of HR management in Technology Department (the population managed amounted to about 700 people spread in Italy). Main responsibilities: • organizational design and development of the new Fixed Access Network team, recently re-organized in order to afford the Fixed Network growth of the market; • budgeting, recruiting, people planning, performance management, reward policies, development plan, talent review; • governance of the HR processes and cultural change management with a dedicated focus on efficiency, inclusion and development; • Employee Relation, Industrial Relations and headcount management, includes individual negotiations (MSA) and litigations to reach a restructuring efficiency target of 50 employees. The role also includes the responsibility to support the strategy of markets and technologies through support to individual CTO. At corporate level, there is the responsibility of defining strategies for the People and Organization Development including project and change management. Point of reference in the Global project for the re-definition of the new talent strategy in Italy: activities include creation of new approaches on People and Organization Development and related change management.