Drawing on two decades of strategic leadership and innovation, I deliver value to organizations across operations, cost control, team productivity and project management functions. I am a trusted adviser to executive decision makers, coordinating with C-suite leaders, boards, and senior management to translate operational gaps in to immediate and long range solutions.I enable diverse clients to accomplish learning and development objectives across all divisions by delivering exceptional… Show more Drawing on two decades of strategic leadership and innovation, I deliver value to organizations across operations, cost control, team productivity and project management functions. I am a trusted adviser to executive decision makers, coordinating with C-suite leaders, boards, and senior management to translate operational gaps in to immediate and long range solutions.I enable diverse clients to accomplish learning and development objectives across all divisions by delivering exceptional consultancy services, including talent strategies and workforce plans development, to improve internal and external customer experience and journey. I develop a performance dashboard and transformation plan to foster continuous improvement culture. I presented expert insights to support and make business concrete by using Human Design Approach and Design Thinking/Customer Journey methodology.Some highlights of the value I’ve brought my clients:• Recommended effective strategies as a Change advisor/consultant to align business strategies and goals with customer’s demands, enabling the company to achieve new clientele and attain revenue objectives.• Led customer centricity to provide a positive customer experience before and after the sale in order to drive customer loyalty and profits.• Accelerated business activities, processes, and models to fully leverage the changes and opportunities of digital technologies and their impact in a strategic and prioritized way. • Set-up a company and directed all aspects of employee management, operations optimisation, business development, client management, and stakeholder communication.• Introduced synergies between the business and human capital by designing learning path and strategy based on customer’s needs via collaboration with key STKHs.• Identified best talent through a designed and implemented process using creative thinking skills to clarify real challenges, identify best ideas, and transform into workable solutions. Show less

Non profit Organisation. ICF Italy is the Italian Chapter of INTERNATIONAL COACH FEDERATION, INC., a not-for-profit association dedicated to advancing the coaching profession by setting high professional standards, providing independent certification, and building a network of credentialed coaches.

I developed a strategy to lead employee engagement, resulting in increased retention and engagement as well as smooth working of company operations. I secured the organisation from existing recruitment loopholes as well as reviewed amounts to maximise company profitability in new and emerging markets. I introduced best practices in class strategic HR business consulting to internal clients by managing and developing local and regional teams. I designed new organisation model, managed… Show more I developed a strategy to lead employee engagement, resulting in increased retention and engagement as well as smooth working of company operations. I secured the organisation from existing recruitment loopholes as well as reviewed amounts to maximise company profitability in new and emerging markets. I introduced best practices in class strategic HR business consulting to internal clients by managing and developing local and regional teams. I designed new organisation model, managed redundancies and, built the new lease plan Italy. • Spearheaded various complex HR management operations in accordance with budgetary and time constraints to establish standardisation process.• Presented expert insights and recommended effective HR strategies, assessment, and guidance to business leaders and teams on all aspects of human resources with an aim to drive the M&A.• Improved talent and skill base of the organisation by developing, implementing, and administering the company’s performance management and succession planning processes.• Optimised organisational effectiveness by assessing skills gaps, future talent needs, and -structuring strategies with best practices to maximise productivity, employee development, and career progression.• Led transformation and transition of M&A fostering a high performance culture and talent management. Show less

Johnson & Johnson Medical is market leader in Medical Devices Sector • Talent Management and Leadership Development• Drive world-class HR solutions across all franchises. • Lead proactively challenge to develop pipeline of Extraordinary Talent; • Designing and implementing learning strategy based on real challenging business needs• Upgrade organisational effectiveness & foster high-performance work culture• Leading international projects for training and developing… Show more Johnson & Johnson Medical is market leader in Medical Devices Sector • Talent Management and Leadership Development• Drive world-class HR solutions across all franchises. • Lead proactively challenge to develop pipeline of Extraordinary Talent; • Designing and implementing learning strategy based on real challenging business needs• Upgrade organisational effectiveness & foster high-performance work culture• Leading international projects for training and developing function• Executive Coaching* M&A; *Leadership Mgt;* International Projects Show less

Supporting EMEA FINANCE COUNCIL with HR responsibilities

• Talent and Organisation Development : strong metrics-oriented talent development strategy resulting in increased succession talent base, employee performance and skills improvement. • Partnered with matrixed, global HRBP to drive the succession planning process. • Provided individual and team coaching to executive team to enhance their leadership effectiveness.Change Management:• Developed and implemented a performance management process and system to drive objective setting… Show more • Talent and Organisation Development : strong metrics-oriented talent development strategy resulting in increased succession talent base, employee performance and skills improvement. • Partnered with matrixed, global HRBP to drive the succession planning process. • Provided individual and team coaching to executive team to enhance their leadership effectiveness.Change Management:• Developed and implemented a performance management process and system to drive objective setting, employee development planning and performance feedback consistently and effectively.• Ensured 100% completion of goals, mid year and year-end performance feedback through an effective measurement and tracking process.• Periodically spot-checked performance appraisals and trained managers how to write more substantial, quality reviews.• Learning and Development: Assessed skills and competencies on an annual basis to inform training and learning needs for the year. Show less

* Employer Branding * Recruiting & Selection* Internal Training

Fiorucci is market leader in cold meats segment of food market -Main Objectives:• Develop new selection & recruiting methodology• Guarantee better & more effective performance in the plant• Handle employee relations * create the training and development function

Objectives:• Guarantee best sales reps worldwide• Develop and maintain good business relationship in: Far-East, Central & North America & Europe.Responsibilities , while in temporary assignment in Altanta-US (March – Nov 1998): o Setting up the new Atlanta branch from scratch and starting up the business: • Delivering commercially focused, best practice HR solutions to a diverse client base, including recruitment, organisational change, training on the job to all sales… Show more Objectives:• Guarantee best sales reps worldwide• Develop and maintain good business relationship in: Far-East, Central & North America & Europe.Responsibilities , while in temporary assignment in Altanta-US (March – Nov 1998): o Setting up the new Atlanta branch from scratch and starting up the business: • Delivering commercially focused, best practice HR solutions to a diverse client base, including recruitment, organisational change, training on the job to all sales rep/agents across the world. • Developing business relations with customers: Middle & Far East, North & Central America);• Focusing on special project such us Marketing & Packaging, Organizing and running three international conventions (Acapulco – Nashville –Monaco Show less

Teaching