Tunis, Tunisia
Curious and goal driven Human Resources Director with an history of international achievements and increasing level of responsibilities in structured multinational companies. Highly skilled in HR business partnering, strategy, management, organization, talent management, people policies and practices. Passionate for leading diverse teams and solid in stakeholder management both internally and externally at all levels. Currently operating as Director of HR, Organization and General Services, with a scope of three companies and member of the management teams directly reporting to the CEO. Leading a team of 21 collaborators and managing ~30M€ of costs annually, I’m responsible for strategic and operational HR, Organization and Facility Management & Real Estate activities for headquarter and plants in Tunis (Tunisia).
Directly reporting to the CEO, managing a team of more than 10 collaborators, I lead HR, Organization and Corporate Services departments being responsible of: - lead the development of collective bargaining agreements with their associated negotiations with employee unions, ensure the implementation and accurate interpretation of labour law matters and oversee conflicts, disputes and disciplinary matters ensuring fairness, consistency, timeliness and assess the severity of the consequent actions; - lead strategic initiatives to address complex employee relations challenges by conducting thorough stakeholder management, risk analysis, and evaluation of innovative solutions; - direct activities and projects related to organizational structuring, performance management, talent development, employee engagement, training and retention; - work closely with safety and HSEQ department to guarantee a safety workplace; - ensure compliance with employment laws, regulations and company policies with respect to the company’s governance; - oversee interactions with local governmental authorities, offices and agencies; - create, implement and enforce HR policies, procedures and guidelines to create the company’s nervous system; - oversee compensation and benefit, administration, payroll and labour cost. Manage personnel costs, budget HR matters and monitor data analytics on HR trends and flows; - design, implement and oversee performance management, talent acquisition and learning & development initiatives; - provide strategic direction to the business in development and execution of the People/HR strategy plans both short-term and long-term and in line with the overall big picture of the business strategy; - promote and manage change management initiatives and lead HR work streams; - be the first promoter of the company’s values, beliefs and philosophies about people to enable the development of a high performing organization.
Directly reporting to the CEO, managing a team of more than 10 collaborators, I lead HR, Organization, ICT and Corporate Services departments being responsible of: - lead the development of collective bargaining agreements with their associated negotiations with employee unions, ensure the implementation and accurate interpretation of labour law matters and oversee conflicts, disputes and disciplinary matters ensuring fairness, consistency, timeliness and assess the severity of the consequent actions; - lead strategic initiatives to address complex employee relations challenges by conducting thorough stakeholder management, risk analysis, and evaluation of innovative solutions; - direct activities and projects related to organizational structuring, performance management, talent development, employee engagement, training and retention; - work closely with safety and HSEQ department to guarantee a safety workplace; - ensure compliance with employment laws, regulations and company policies with respect to the company’s governance; - oversee interactions with local governmental authorities, offices and agencies; - create, implement and enforce HR policies, procedures and guidelines to create the company’s nervous system; - oversee compensation and benefit, administration, payroll and labour cost. Manage personnel costs, budget HR matters and monitor data analytics on HR trends and flows; - design, implement and oversee performance management, talent acquisition and learning & development initiatives; - provide strategic direction to the business in development and execution of the People/HR strategy plans both short-term and long-term and in line with the overall big picture of the business strategy; - promote and manage change management initiatives and lead HR work streams; - be the first promoter of the company’s values, beliefs and philosophies about people to enable the development of a high performing organization.
HR Business Partner responsible for around 300 employees belonging to the following units: - Finance and Tax - Investor Relations - International Asset Management - Business Development - Corporate Strategy - ESG & Climate Policies - Decarbonisation Projects Unit (H2 and CO2) HR representative for international due diligence activities and projects.
The SeaCorridor HR Committee is an intra-council committee whose purpose is to discuss and manage various HR issues and provide support to: - the Board of Directors for issues of this nature that fall within the scope of matters reserved for the Board of Directors - SeaCorridor Management for HR issues in the broader sense. The Committee also has the function of ensuring the effective implementation and compliance, by SeaCorridor and its subsidiaries, of the principles, policies and guidelines defined in the field of Human Resources at Group level (SeaCorridor and its subsidiaries).
HR Manager in SeaCorridor, a jointly controlled company Eni-Snam for operating the onshore gas pipelines running from the Algeria and Tunisia borders to the Tunisian coast (TTPC), and the offshore gas pipelines connecting the Tunisian coast to Italy (TMPC). The NewCo, which operates has an holding company of the subsidiaries, has two different kind of activities and related challenges: 1. As it is a start up, it has to grow and structure itself starting from scratch but taking from the best practies of the two solid shareholders (Eni and Snam) 2. To manage and coordinate the subsidiaries (mostly in Tunisia) which are responsible of the gas transportation both onshore and offshore starting from Algeria and arriving at Mazara del Vallo’s checkpoint. As the HR Manager I’m responsible, among the others, for: • ensuring, coherently with business developments, the definition, updating and development of organisational structures, processes and updating of powers and the regulatory system in addition to the implementation of policies and procedures; • to ensure the process of administration, planning and control of employment and labour costs by identifying the skills required in relation to business development as well as risk management evaluation as the HR point of reference in the cross functional project structure created for the implementation of the ERM; • trade union and industrial relations both nationally (Italy) and abroad (mostly North Africa) and owner on the process of labour disputes; • ensuring the recruitment and selection process, the definition and implementation of human resources development and training processes, remuneration policies and reward systems.