accountable for envisioning the People Strategy and key leadership traits making them come true: setting and measuring it, continuously. And rethinking. I founded and I lead the Group HR Community, setting policies, processes, and controlling their effective global execution. Our goal is making De Nora a better place to work, every day. For us, the local communities we belong to, the planet and the human kind. I lead HR, Organization, Internal Communication, Change Management and People Development in Industrie De Nora, HQ of the De Nora Group.

Post merger Integration of personnelMasterplan for the organization and people developmentSuccession planning, talent and career managementHR Business Partner of the DivisionPlanning, budget & labor cost managementRecruiting and new hire integrationOrganization managementSet up HR policies, processes and practicesInternal communicationTraining and people developmentJob rotation and international mobility Competence and performance assessmentCompensation & benefits, awarding systemHR data administrationDownsizing and rightsizingSAP HR modules

In charge of defining and ensuring implementation in the Group of all HR related policies and practices including:- Compensation and benefit;- Internal and international Mobility;- Competence and performance assessment;- People development and Talent management;- Succession planning;- Internal communication.A change manager acting as HR Business Partner of the Regional Chief Officers and Managing Directors of the Group for needs related to the matters above. I was coordinating the HR Managers of the subsidiaries applying these processes.

Responsible for defining and developing the Group HR policies processes and practices, fostering the identification and diffusion of the best practices. Including but not limited to international mobility, compensation, competence definition and assessment, job grading (Korn Ferry Hay), internal communication, change management, etc.

Usually working in / leading projects, I sustain the organisational development using analytical tools (analysis of organisations, roles, processes, responsibilities, relations, RACI matrices, sizing) as well as 'soft' levers (analysis of innovators and resistors, mapping of competences, surveys, workshops, design and delivery of training, coaching, career and succession planning).I led the design and lauch of the new company Intranet worldwide.

Within the HR Dept - Organisational Effectiveness, I worked on changing organisations, processes and people.I've been member of the PMO which coordinated the cross-geografical integration of Agusta and Westland and worked usually by projects on network analyses, change implementation plans, delivery of managerial training concerning change management, company policies.

I led the 1 out of 4 Teams of the 'Program Management Programme': the 'Competences' project which identified the behavioural and technical competencies of the PM community, and written the relevant Guidelines.

I participated to the spin-off of organisation analysts which etablished the new Security Central Department, devoted to protect the Company information, integrating physical and ICT security.I participated to the project that defined all the company policies concerning information security. I've also been responsible for defining the Intranet Department site.

Within the HR Organisation Department, usually working by projects, I've been team member, PMO, project leader, and delivered douzens of organisational analyses and solutions.Among the others, I participated to "River", the Program which led the switch over of Banco AmbrosianoVeneto, Cariplo and Comit into a single Banca Intesa divisional model.I also led the re-organisation of the Complaint Office with a reduction of 80% of complaints and a saving of 18 people FTE.