HR Partner

Join a place where ambitious science thrives

APPLICATION CLOSING DATE: November 5, 2026

Human Technopole (Milan) is a rapidly expanding life science institute where international researchers and cutting-edge technologies converge to accelerate biomedical discovery. Our mission is to transform bold scientific ideas into advances that improve human health.

We are looking for two HR Partners to act as a trusted strategic advisor to leaders and managers responsible for a designated Institute population in one of HT’s areas: Research, National Facilities or Functions. Reporting to the Head of HR, you will translate the Institute’s priorities into effective organisational and people initiatives. You will anticipate needs, shape solutions with HR specialist teams within the applicable legal framework, and help ensure that decisions are fair, consistent and sustainable.

You will support organisational effectiveness, workforce planning, talent management and employee engagement, helping to build a high-performing, collaborative and inclusive work environment. You will do so in a uniquely complex setting: a growing international institute operating as a private foundation with public funding and oversight, where a wide range of contractual arrangements and two levels of collective bargaining coexist.

Your mission

Partnership with management

• Serve as a trusted HR advisor and first point of contact for managers and employees in your assigned population, building relationships based on credibility and trust.
• Partner with managers on organisational design, team structures and role definition, ensuring alignment with the Institute’s strategic objectives.
• Support and coach managers in building and leading their teams, from selecting new team members to day-to-day people management.
• Bring insights from your employee population to HR leadership discussions and work with the Head of HR to ensure that agreed actions are implemented effectively.

Workforce planning

• Advise on and support workforce planning and headcount budgeting for the assigned area and employee population, translating priorities and project timelines into staffing plans that align with the approved budget. Constructively challenge assumptions and proposed headcount where needed.
• Anticipate future capability needs and propose timely, sustainable solutions.

Employee lifecycle and employee relations

• Oversee the employee lifecycle across the range of contractual arrangements at the Foundation, from entry to exit. Act as the first point of contact for managers and employees on lifecycle matters, working closely with HR Operations and providing the information needed to support each process.
• Advise managers on employee relations and people management matters, partnering with HR Employee Relations and HR Operations specialists to ensure policies and procedures are applied fairly, consistently and in compliance with applicable regulations. Take ownership of people‑related matters for the assigned employee population, including disciplinary cases, and involve the relevant specialists as needed.

Talent management, culture and change

• Support managers on performance and development matters and contribute to talent review and succession planning processes, in close collaboration with HR Learning and Development specialists.
• Promote a culture of engagement, accountability and continuous development.
• Promote diversity and inclusion and support culture change in a highly multicultural environment, helping teams of many nationalities and backgrounds work together effectively.
• Design and lead change management and transformation initiatives that support teams through organisational change and the Institute’s growth.

Integrated HR solutions and people analytics

• Act as the front-line link between your employee population and HR centres of expertise, including HR Operations, Employee Relations, Compensation and Benefits, Recruitment, and Learning and Development. Direct needs to the right specialists and coordinate their contributions to deliver integrated, coherent solutions.
• Work closely with HR Operations on contractual and administrative matters, such as annual leave planning, contract changes and employee documentation, ensuring a seamless experience for managers and employees.
• Contribute to compensation and salary review processes for your employee population, in collaboration with Compensation and Benefits specialists.
• Monitor and analyse workforce data to identify trends, assess impact and inform evidence-based decisions.

You bring a practical, hands‑on mindset and strong interpersonal skills. You turn HR policies and guidance into clear, workable solutions, take ownership of issues