AMA is the public company owned by Rome Municipality in charge for city cleaning services, waste management and cemetries management. AMA has recently stated to spin off the cemeterial business and created the stand alone unit Cimiteri: I’m serving as the HR manager in charge for all the HR matters related to Cimiteri

As a freelance consultant I support customers on HR topics (organizational development, people development, recruitment, training) focusing on their needs, delivering tailored solutions and supporting them all along the implementation journey

ILVA was the biggest steel Italian company with production plants and facilities spread across the country (Taranto, Genova, Novi, Milano, Marghera, Roma) and over 13.000 employees. In September 2018 a deal was signed with Arcelor Mittal that undertook the management of the operations; currently ILVA employes around 2.000 employees, the largest part are under social security plans. As Project Manager I managed training plans to all the workforce focused on reskilling and employability

Human Resources Director providing HR leadership to all companies controlled by IGEFI Group (around 1000 employees). Main Companies are CEIT Spa in the telephonic business (cable and optical fiber placement, net solutions) and DI VINCENZO DINO & C. Spa in the construction business (mainly involved in big works as hotels in touristic locations, undergrounds, reconstruction of areas affected by the earthquake)

provide HR leadership for head office and manufacturing plants (around 580 employees in four sites: Bellusco -MB-, San Felice sul Panaro -MO-, Pomezia -RM-, Catania); coordinate HR programs with Corporate (Memphis – TN - USA) and EMEA (Brussels) headquarters.Main projects completed:• Delivery of People review process (Talent development)• Delivery of First Line Leaders training initiative• Implemented new payroll system delivering new on line tools (payslip on line, workflow)• Implemented new sales bonus program for Italy sales team• Dedicated compensation projects (job evaluation, salary surveys, employees packages,...)• Negotiated and signed dedicated night shift premium agreement at San Felice’s plant• Implementation of new enterprise for Agents salesforce• Expat management• Delivery of Company Convention focused on innovative activities in IP Italy

Italy Human Resources Director providing HR leadership for sales company based in Milan and manufacturing plant in Ascoli Piceno (around 210 employees); coordinate HR programs with Corporate (USA) and European (Switzerland) headquarters. Main projects completed:- Led Ascoli’s site shut down project (collective dismissal of the entire site’s workforce; relations with Unions, Government Authorities, press; management of tools provided by Italian law in case of labor crisis including “Mobility”, “Cassa Integrazione Guadagni Straordinaria” program , recovery of amounts anticipated on behalf of Italy’s Social Security Agency -INPS-)- Managed the liquidation process of the Company and decommissioning of the plant with dedicated proxies as Site Director (three technicians and one HR officer reporting to me) - Provide HR business partner support for Milan’s site (recruitment activities for sales and non-sales positions; employee relations; preparation of employee handbooks and internal procedures)- completed the HR integration process following the Ascoli’s site acquistion by Heamonetics Corporation from Pall Corporation on 1st Aug 2012 (implemented new Haemonetics policies, new performance management and rewards system, job grading, cultural assessment...);- implemented new payroll system migrating data from previous payroll platform;- negotiated, signed and managed “contratto di solidarietà” (reduction of working hours) with local and plant unions for Ascoli’s site effective Aug 2012 – Aug 2013; also led recovery of contributions from Italy’s Social Security Agency (INPS).- managed employee litigations (Ascoli and Milan) working closely with Legal Department and external attorneys and achieved successful resolution of claims while minimizing costs;- implemented ongoing employees communication projects (Newsletter HaemoNews - Cultural Integration)

Italy Human Resources Director provided HR leadership to sales company Milan +manufacturing plants Ascoli Piceno, Verona -400 employees); in coordination with Corporate (USA) and European (UK-CH) HQs managed 2 HR officers 1 payroll supervisor 1 payroll clerk. Main projects delivered:•Managed all HR issues related to the transfer of blood business with undertaking of Ascoli’s plant: due diligence process, meetings with government,political authorities,unions; communication process with employees•Managed all HR issues related to the sale of Verona’s plant: full support to the due diligence process; meetings with buyer,unions; communication process with employees•Global Time & Attendance and Payroll implementation project: led Corporate project to migrate all sites worldwide to Pall SAP HR platform; served as project manager for Italy which successfully met the assigned tight schedule•Negotiated, signed and managed several site specific agreements with local and plant unions for Ascoli & Milano sites include “contratto di solidarietà” (reduction of working hours) for Ascoli’s site•Implementation of SAP HR: served as Project manager for Italy in a Corporate project aimed to implement worldwide a comprehensive HR platform on SAP•Led Ascoli’s plant internal communication group•Implemented Pall’s performance management system in all Italy's sites•Payroll outsourcing project: as Project leader managed all the contacts with payroll partner, led the Pall team,validated data, made ongoing checks & controls•Implementation of new Sales bonus program•Organized and delivered specific coaching and training programs for several groups of employees in Ascoli & Milano•Managed yearly salary surveys, compensation plans •Managed recruitment campaigns to staff additional shifts in Ascoli’s site and dedicated recruitments for the Milan’s Sales Company•Relations with recruitment & temporary workers agencies: negotiated and signed framework agreements effective all across Italy

Human Resources Professional reporting to the General Manager and to the Managing Administration Director.Main activities and projects delivered:- Young talents project: recruitment and induction phase project (40 employees hired and "onboarded" in almost two years)- dedicated training projects to specific groups of employees- development and delivery of the employees’s appraisal system- management of employees’s litigations supporting external attorneys- meetings and negotiations with site and local Unions

Human Resources Professional reporting to the HR DirectorMain activities and projects delivered:- Performance management project for Company’s exempts (Pescara – Fara S. Martino)- Job grading and Organizational design for all the Company’s departments (Pescara – Fara S. Martino)- Implementation of HR reporting tools- Implementation of time & attendance and payroll system for Pescara’s site- HR activities and specific support for Pescara’s site population

• Nov 1995 - Jan 1997, HR – Organization, Rightsizing and Collective Bonus Dept.Main activities and projects delivered:- development and management of the collective production bonus for Telecom Italia employees- supervision of the sales bonus plans for sales representatives- rightsizing activities for several Telecom Italia’s departments- organizational design for several Telecom Italia’s departments• Jul 1992 - Nov 1995, Human Resources Employees Relations and Policies Dept.Main activities and projects delivered:- non exempt personnel recruitment procedure: procedure design, calibration of phsycological and aptitude tests in use, supervision of the County entities involved in the process- reduction in force project: supervision of the County entities involved- development of Internal Talent project: supervision of the County entities involved- implementation of HR reporting tools partnering with IT dept.

Main activities and projects delivered:- managing all the recruitment process for non exempt population- development projects for local non exempt employees- developing and delivering training programs for the assigned population- “Teledidattica” project (computer based training programs): delivery to all the County’s organizations and departments