The Client:
Our Client is a multi-utility company which operates nationwide, managing a broad range of activities in the Energy And Environmental sectors. Its business spans the production, distribution, and commercialization of power and natural gas, as well as cogeneration, district heating, integrated water service management, waste collection and disposal, public lighting, and internet connectivity. Additionally, it is active in promoting energy efficiency solutions and electric mobility.
The organization consists of 15+ operational subsidiaries, with two main offices in Northern Italy. It currently employs about 1,700 people (up from 1,450 few years ago) and closed the last fiscal year with almost €2 billion in revenue .
Over the past year alone, 200 new hires were made, alongside a strong investment in training and with an increasing focus on developing leadership and personal competencies. Recently, the company has embarked on a transformation process to redefine its business model. Historically, the corporate structure was highly verticalized with centralized decision-making. Now, with the help of external consultants, the aim is to create a model that better supports each individual business unit, improving efficiency and internal synergies.
Position – The role:
To support this transformation, the HR function has been positioned as a key driver of change, undergoing a strategic revamp, e strengthening an approach focused on inclusive and people leadership. The company has also updated its core values, using them as a foundation for performance management. In this context, the immediate priorities include the hiring of 2 new HR Business Partners (HRBPs ) who will collaborate closely with the Corporate HR function and act as a Strategic Partner to the business units. They will manage the full employee lifecycle, from hiring and onboarding to development and retention, and will support business objectives by ensuring effective people management, with specific focus on performance optimization, organizational development, and change management .
Position – Specific responsibilities:
Directly reporting to the Group HR Director, the HRBPs will be responsible for:
HR Strategy & Analytics
* Partner with Top Management and Centers of Excellence (CoE) to define and align HR strategies and objectives.
* Contribute to strategic HR projects, including succession planning, organizational transformations, and digitalization initiatives .
* Analyse trends, monitor progresses and prepare HR KPIs reports, and propose targeted actions to drive growth and performance improvement; support the CoE in workforce planning and budgeting.
* Contribute to the Social Responsibility and Sustainability reports, with focus on people-related subjects.
Change Management
* Support functional leaders in managing organizational changes, with particular focus on restructuring, mergers, acquisitions, and integration of new business units.
* Design and implement change management programs that ensure inclusivity and active participation. Ensure employee well-being, diversity, and inclusion initiatives, in collaboration with CoEs.
Talent Management & Development
* Oversee recruitment processes for both white-collar and operational roles, while identifying training and development plans’ needs, focusing on leadership programs, upskilling and reskilling.
* Support performance evaluation and career development processes, according to corporate guidelines; promote initiatives to attract, retain, and engage talent.
* Employee Engagement & Organizational Culture.
* Foster a corporate culture that values diversity, inclusion, sustainability, and innovation.
* Serve as a key contact for employee relations, addressing workplace climate issues and resolving conflicts.
* Compliance & Labor Law
* Ensure compliance with labour laws and collective agreements applicable across the company’s business sectors.
Requirements:
* Degree in Economics and Management, Law, Organizational Psychology, or related fields. A Master’s Degree in Human Resources Management or an MBA would represent a plus
* 5-7 years of experience in HR roles within structured and preferably regulated contexts (multi-utility, energy, public services) with solid track-record of strategic HR projects and leading change management initiatives .
* Strong knowledge of Italian labour law and major collective agreements ; proficiency in HR analytics tools (e.g., Excel, HRIS) and talent development methodologies .
* In-depth knowledge of Business Process Management (BPM) methodologies, and experience in dealing with digital tools for organisational management and project management.
* Knowledge of new models and trends in Organisational Design and Work Organisation, together with the ability to analyse and model processes (e.g. Lean, Six Sigma).
* A result-oriented leadership, with a mix of:
* Hands on experience with strategic mindset is critical : must be able to quickly analyse options and alternatives based on solid analytical skills, well combined with ability to proactively contribute to the delivery of the strategic vision across a relevant business complexity
* Business judgement to manage internal clients; ability to present qualified proposition to identified targets
* Action orientation and drive for results, with sense of urgency
* Strong communication and influencing skills : The ability to bring all stakeholders involved together, build trust and persuade in decision-making processes, and to communicate complex ideas clearly and concisely, both orally and in writing.
* “Seniority” will be evaluated in the light of interpersonal maturity and trac-record, combined with fresh and proactive working style and credibility in front of Executives.
* Excellent relationship skills and emotional intelligence. Strong sensitivity to sustainability, diversity, and inclusion topics.
* Fluency both in Italian and English is a must
* Location in Northern Italy