Supervisione e gestione del Corporate ManagementSviluppo e mantenimento dei budget.Assistere i manager di linea nell'assunzione, nella formazione e nella gestione delle prestazioni di ciascun dipendentePianificazione, coordinamento e gestione di tutte le operazioni aziendali per il raggiungimento degli obiettivi aziendali.Valutazione dei processi e dei sistemi aziendali attualiSupportare i team di vendita e i key account manager nella fidelizzazione dei clienti esistenti e… Show more Supervisione e gestione del Corporate ManagementSviluppo e mantenimento dei budget.Assistere i manager di linea nell'assunzione, nella formazione e nella gestione delle prestazioni di ciascun dipendentePianificazione, coordinamento e gestione di tutte le operazioni aziendali per il raggiungimento degli obiettivi aziendali.Valutazione dei processi e dei sistemi aziendali attualiSupportare i team di vendita e i key account manager nella fidelizzazione dei clienti esistenti e nello sviluppo del nuovo portafoglio.Definire obiettivi strategici a lungo termine e sviluppare piani chiari per implementarli.Determinare i requisiti del personale e garantire che le posizioni aziendali siano coperte tempestivamente.Approvazione della spesa per i dipartimenti competenti sulla base dei dati e del pensiero critico.Migliorare i processi interni e garantire che i dipendenti lavorino come un’unità coesaSupervising departmental heads. Developing and maintaining budgets.Assisting line managers with hiring, training and managing the performance of each employeePlanning, coordinating and managing all business operations to achieve corporate goals.Evaluating current business processes and systemsSupporting sales teams and key account managers in retention of existing clients.Defining long-term strategic goals and developing clear plans to implement them.Determine staffing requirements and ensure that company positions are filled promptly.Approving spending for relevant departments based on data and critical thinking.Improving internal processes and ensuring employees work as a cohesive unit. Show less

As Senior Principal Consultant my aim is to support companies in finding and on-baording Managers with a fitted cultural values and effective competences at Board Level in order to address and lead the business strategy.Sectors- Practice Industrial: Automotive, Machineries, Packaging, Aviation&Areospace, Robotics, Industrial Automation, Energy, Infrastracture. - Life Sciences: Biotech, Pharma, Medical Devices, Diagnostics, HealthcareIn addition to research and selection, I support… Show more As Senior Principal Consultant my aim is to support companies in finding and on-baording Managers with a fitted cultural values and effective competences at Board Level in order to address and lead the business strategy.Sectors- Practice Industrial: Automotive, Machineries, Packaging, Aviation&Areospace, Robotics, Industrial Automation, Energy, Infrastracture. - Life Sciences: Biotech, Pharma, Medical Devices, Diagnostics, HealthcareIn addition to research and selection, I support client companies in the reorganization programs of human resources, in the management and retention programs of talents and in the Assessment Center programs for the evaluation and design of new development projects. Show less

As Group HR Director I managed 20 employees in Corporate HR in Italy and nearly 200 HR people in eighteen countries from USA to China, supporting the Business Strategy on all People Advisory matters. Total direct Employees: 4.000 (Plus 2.000 no-direct fte).Reporting to the Group Ceo I builded the "One Company" Framework Strategy designing and implementing at global level the “New Organization” Corporate Centric. I therefore created an HR Roadmap that included programs like:… Show more As Group HR Director I managed 20 employees in Corporate HR in Italy and nearly 200 HR people in eighteen countries from USA to China, supporting the Business Strategy on all People Advisory matters. Total direct Employees: 4.000 (Plus 2.000 no-direct fte).Reporting to the Group Ceo I builded the "One Company" Framework Strategy designing and implementing at global level the “New Organization” Corporate Centric. I therefore created an HR Roadmap that included programs like: Change Management, Employees Survey, Corporate Welfare, Inclusion and Diversity, National and International Organizational Integration based on Professional Families and a Performance-Based Mentality.Further I Leaded the Digitalization Project starting from the Production Units re-engineering Operation Processes: Maintenance, Logistic, Distribution, Human Resources, Warehouses Management. I have conducted the Change Management Plan implementing the Restructuring Employees teams and the Up-Skilling Key People Program across 7 regions. During my assignment I filled 120 Managers Position at global level across departments researching people with cultural attitude and behaviour aligned with the company’s one. Conducting several project of Merges or Acquisitions Group activities Show less

Logista Italia deals with the logistics and distribution of all tobacco-related products, through a dense network of regional warehouses that serve local distribution warehouses to reach 50,000 points of sale.As Director of Human Resources, I had the task of managing mainly the social and trade union parties which included about 2,500 employees throughout the country. The company had an ambitious growth plan and therefore I built a work program agreed with the Group CEO and the Italy… Show more Logista Italia deals with the logistics and distribution of all tobacco-related products, through a dense network of regional warehouses that serve local distribution warehouses to reach 50,000 points of sale.As Director of Human Resources, I had the task of managing mainly the social and trade union parties which included about 2,500 employees throughout the country. The company had an ambitious growth plan and therefore I built a work program agreed with the Group CEO and the Italy CEO in order to deliver within one year the most effective organizational structure for achieving the objectives set out in the business plan.Implement the Talent Management Process and Succession Plan, using specific tool like Key People Talent Map with the focus to guarantee the succession plan according to the consolidation competences program.Lead business line meetings in order to identify key people and positions, define job profiles, analyse seniority and necessary skills and competences.Enhance a Training&Development project for middle-managers, top-managers, talent and key people through a structure Training Program based on the consolidation of the role competences and to the development the next role competences.Implement a Compensation&Benefit benchmark analysis for a double objective: a) to linked it to the Succession Plan; b) to align the internal salary and recognition program cross all departments, business units and external market. Show less

Reporting to the Country Manager of Italy and in dotted line to Global HR Director. My main responsibility is to support the Business Strategy implementing all the necessary HR projects. Managed 600 employee.In this regard, delivered the new organisation structure following the business requirements defying the FTE and the total labour cost for the 4 different plants present in Italy. Implemented the Recruitment project and hired 200 employees (Management, middle management… Show more Reporting to the Country Manager of Italy and in dotted line to Global HR Director. My main responsibility is to support the Business Strategy implementing all the necessary HR projects. Managed 600 employee.In this regard, delivered the new organisation structure following the business requirements defying the FTE and the total labour cost for the 4 different plants present in Italy. Implemented the Recruitment project and hired 200 employees (Management, middle management, blue collar) identify for each position the Job Profiles with the specification of the necessary competences, skills and seniority. In collaboration with Hay Group, implementing the Competencies model to manage all the HR processes like: people management, people development, performance management system, career process and succession plan. The company was in a strong phase of development but also of organizational efficiency and my task was to retain talents and restructure some departments. I therefore built a decisive, clear and transparent social dialogue with the trade union representatives and together we reached a work program for the achievement of company objectives. Show less

Reporting to the Global HR Director (Head office, London UK) responsible for all aspects of Human Resources for Italy initially and for the European Region afterword. - Liaised with Regional Director and line managers to identify and forecast departmental staffing requirements across the business for the financial year. Liaised with Finance to implement pipeline budget forecast for new recruitment to the business (headcount cost and budgeting); - Development the Compensation and… Show more Reporting to the Global HR Director (Head office, London UK) responsible for all aspects of Human Resources for Italy initially and for the European Region afterword. - Liaised with Regional Director and line managers to identify and forecast departmental staffing requirements across the business for the financial year. Liaised with Finance to implement pipeline budget forecast for new recruitment to the business (headcount cost and budgeting); - Development the Compensation and Benefit Company Strategy managing the external providers (Hay Group) for salary surveys including benchmarking in the marketplace across Europe as a specialism; delivered the new banding system and the new total compensation company policy; Show less

Responsible for organisation design and development, according to the Business Company Plan. Main projectsResponsible for managing the HR implications of the merger between Pfizer Italia and Pharmacia Upjohn:Downsizing programmes: Managed the withdrawal with the loss of over 800 jobsDelivered the Organisations analysis identifing the overlapping between the two structures;Responsible for company Performance Management System, Career Planning and MBO for the… Show more Responsible for organisation design and development, according to the Business Company Plan. Main projectsResponsible for managing the HR implications of the merger between Pfizer Italia and Pharmacia Upjohn:Downsizing programmes: Managed the withdrawal with the loss of over 800 jobsDelivered the Organisations analysis identifing the overlapping between the two structures;Responsible for company Performance Management System, Career Planning and MBO for the management;Responsible for managing the merger between Pfizer Italia and Warner Lambert Park Davis. Implement a Compensation&Benefit benchmark analisys (Mercer methodology) for a double objectives: a) to be linked to the Succession Plan; b) to align the internal salary and recognition program cross all department, business unit and external market. Show less

As Senior Consultant, for public and private clients I have delivered projects on following areas:Organization: Processes reengineering, organization analysis, workload definitions and charts balancing design. Talent Development : Training and Development plan, Recruiting, Assessment centre, 360-feedback project, employees’ survey;Strategy: Supporting the Start up project (Wind, H3G) Merger (Tirrenia Adriatica) and business acquisition (Vodafone vs Omnitel)