Fabio Lugli Email & Phone Number

Milan, It

• Organizational structure design and implementation. Organizational assessments to improve efficiency of structures• Job Design in collaboration with functional leaders. Processes mapping, redesign and implementation• HR Global Guidelines and Policies preparation and implementation to set HR global processes (Recruitment, Compensation, Training, etc.). Drafting and implementation of SOP (Standard Operational Procedures)• People analytics design and monitoring: workforce analytics, HR analytics, talent analytics, people insights and HRIS analytics. Creation of an HR analytics repository and tool with relevant KPIs• HR Business Partnership activity for all the Corporate Staff Functions: Finance, Legal Affairs, HSE, Internal Audit, Quality, Communication• Compensation&Benefits policies and implementation across abroad subsidiaries. Responsible for Global Salary Market Data Surveys• Workforce planning and cost of labour budgeting and controlling at group level / Performance Management Systems design and implementation• Change Management projects (Implementation of new organizational structures, cost reductions programs)

Milan Area, Italy

Align subsidiaries to the Corporate People StrategyCreation and reinforcement of long-term training programsHR Development and Assessments of PotentialPerformance Management Systems design and implementationRecruitment of Executives and Key PositionsCompensation&Benefits policy and implementationWokforce planning and HR cost controlling, cost of labor savingsSuccession PlansChange Management projectsInternational M&A projects (Eastern Europe, Latin America, Germany): integration into HR global processes.

Deliver Group HR strategy and manage departmental and local people initiatives to meet agreed business goals of Imaging Business Unit.• Work with leaders to translate departmental strategy into people plans/solutions (including optimum resource level), ensuring sustainability to support long term aspirations of the business•Deliver and implement the company HR initiatives either directly or via third party intervention in the following areas:o Resource and retention (recruitment)o Learning and Developmento Performance Development / management measuremento Rewardo Compliance and Employee Relations•Provide support on change management that aids organisational development and implementation of business and service solutions•Align world-wide compensation and benefits strategy to current market conditions and group requirements•Lead manpower and succession planning activity to ensure supply of the right calibre employees•Ensure collaboration and consistency in behaviours and practices in line with HR strategy and company values.

• Training and education process management: training needs analysis in collaboration with Line Managers, definition of budget, organization of training sessions through external consultants and training centres.• Talent management: design of individual development paths with education programs; succession plans. Talent pool identification based on assessments conducted by specialized firms, interviews to managers and performance analysis.• Performance management system (MBO): objectives definition and payouts management. Redesign of sales force incentives with the introduction of a more challenging MBO system.• Long Term Incentives Plans: Stock Options Plans, Stock Purchase Plans for Key Managers and Employees Stock Ownership Plan. • Responsible for Business Process Analysis• Compensation policy definition: objectives, targets, coverages, salary reviews and benefits, benchmarking with external market, costs, needs analysis and segmentation of involved population.• Executive compensation: benchmarking and individual pricing analysis for Top Managers (in collaboration with consulting firms). Total compensation analysis for the Compensation Committee.• Trade Unions relations, litigation and labour laws issues.• Payroll outsourcing projects.• Employee satisfaction surveys (as project leader).• Planning and control of HR Operative Expenses (budget: 1,5 million euro). Relationships with suppliers and contracts management.• Workforce budgeting and control.• Project Leader of SAP HR PD information system implementation, in collaboration with IT consultants.• Responsible for Company Quality System: develop and implement the organization’s quality strategy and manage a staff of quality control and quality assurance professionals.• Responsible for Recruitment: implement the organization’s recruitment strategy so that job vacancies are quickly filled.

Business process reengineering Human Resources Change Management projects leader Development&Training Projects

Zürich Area, Switzerland

Responsibility/activity during the International Assignment (Expatriate to HeadQuarter in Zurich):-Talent pool management -Assessments of potential and individual development paths-Corporate Intellectual Capital evaluation (1 year project developed in Zurich Headquarter)-Competences analysis and job descriptions -Business process redesign and rightsizing

• Job descriptions and job evaluations (Hay Group methodology)• BPR Analysis (Business Process Reengineering)• FTE analysis (Full Time Equivalent) for rightsizing projects• Headcount planning and controlling