HR Business Partner

Responsibilities

• In collaboration with the country leader and management team, with direction from the Sr HR Business Partner, contribute to the commercial development by ensuring that the local HR strategies are directly aligned to the business strategy and the regional HR VMOST.
• Provide expert advice, coaching and support to leaders and managers on the full range of employment related matters, consulting or working in conjunction with other HR colleagues and external consultants/advisors as necessary.
• Introduce, and where appropriate, adapt corporate HR policies and initiatives based upon best practice to ensure local effectiveness and legal compliance.
• Promote and support the Company's performance management and development processes to encourage ongoing development for all employees.
• Use appropriate resourcing strategies and tools to ensure the effective attraction of high-quality candidates and participate in the selection of managers and other key roles.
• Apply appropriate internal and external benchmarking processes and build local input into HR and reward/benefit processes.
• Provide support and resources to business leaders to drive employee engagement through effective action planning, Recommend and implement processes that aid the communication and dissemination of the corporate vision and values.
• Lead the succession planning process (EDR – Employee Development Review) and recommend appropriate development and coaching solutions for identified talent.
• Manage the annual L&D plan, aligned with the management team, in conjunction with appropriate suppliers (internal or external) plus global L&D to ensure that appropriate employees are trained, coached and developed in line with the needs of the business.
• Promote employee wellbeing so that employees remain engaged, productive and effective.
• Drive the use of people analytics throughout HR and the business through the creation of HR dashboards, monthly key metric reports and other ad-hoc data requests.
• Actively participate in EMEA Commercial HR meetings, initiatives and regional projects.
• In partnership with the Country Manager, management of the work council.

Qualifications
Knowledge, Skills and Abilities:

• Excellent interpersonal and communication skills are essential, along with the ability to analyze complex issues and recommend and implement practical solutions.
• Positive, change oriented and empathetic style
• Able to develop and implement a HR strategy aligned with the business and internal HR guidelines.
• An international mindset – culturally aware, flexible and pragmatic
• Strong data/numerical skills

• Demonstrable experience in the following areas:

• Employee branding & recruitment

• Diversity & inclusion
• Organisation design & effectiveness
• Performance & talent management
• Learning & development
• Engagement & retention
• Employee relations, reward – international compensation - & contract design
• HR systems

Experience:

• 7-10 years' previous experience in a generalist HR role, ideally gained within a multi-cultural, multinational and matrix environment.
• Demonstrable experience of managing a high workload with conflicting priorities, gained within a fast-paced and challenging commercial environment.
• Proven track record in the use of HR information systems, reporting and data analysis.
• Ideally will have project management experience including the successful delivery of HR change projects.
• Good knowledge of local employment/labour laws and collective bargain agreements.
• Experience with work councils.

Work environment:

• Hybrid working, office-based.
• Occasionally need to travel within Italy and abroad.

Education:

• Degree in a Business Management, Human Resources, Social Relations, Law.
• Excellent spoken and written English.