Key Responsibilities: Strategic HR Partnership: Partner with business leaders to understand their goals and develop HR strategies that align with business objectives.
Act as a key advisor on organizational design, workforce planning, and succession planning.
Collaborate with management to improve team dynamics, employee engagement, and overall work environment.
Talent Acquisition & Retention: Drive talent management efforts by identifying skill gaps, advising on recruitment needs, and assisting in the development of high-performing teams.
Support talent development programs to ensure employees are continuously learning and advancing in their careers.
Monitor employee retention trends, provide recommendations for improvements, and execute strategies to enhance retention.
Performance Management: Lead performance management initiatives, including goal setting, coaching, feedback sessions, and annual reviews.
Work with managers to address performance concerns and create tailored development plans for employees.
Foster a high-performance culture by encouraging leadership to model company values and behavior.
Employee Relations & Culture: Serve as a primary contact for employees and managers on HR-related inquiries, resolving issues and offering guidance on sensitive topics.
Cultivate a positive, inclusive workplace culture where employees feel valued and empowered.
Conduct investigations and mediate conflicts, ensuring fair resolution and adherence to organizational values and legal standards.
Change Management: Drive organizational change initiatives, including restructures, mergers, and new policy implementations.
Provide support and training to leadership and teams on managing and adapting to change.
Act as a change champion, aligning HR solutions to improve business performance during times of transition.
Compliance & Risk Management: Ensure that HR policies comply with all legal requirements, including labor laws, data privacy, and workplace safety standards.
Regularly review and update employee handbooks, policies, and practices to ensure they reflect current laws and company objectives.
Manage employee documentation and reporting for compliance audits and internal reviews.
HR Metrics & Reporting: Analyze HR data and trends to inform business decisions and anticipate future needs.
Provide leadership with insights on employee engagement, turnover rates, and workforce productivity.
Regularly update leadership on HR metrics and propose actionable solutions to identified challenges.
High emotional intelligence and empathy Fluent in english and italian Proactive and solution-oriented Collaborative mindset and ability to work across departments Adaptability and a keen interest in continuous learning Great company and career opportunities.
Contact: Omar Alberti As a Human Resources Business Partner, you will collaborate closely with leadership to develop and execute HR strategies that foster organizational growth, employee engagement, and talent development.
You will act as a trusted advisor, ensuring that HR practices align with the company's objectives and drive business performance.