Autorino HR - Human Resources - Interim Executive & Consultant - what I do

HR director - HR Business Partner - Talent Management - Talent acquisition - leadership development - organisation developemnt - corporate university

... I bring together the best of the consulting strategic and methodological approach with the operational and concrete experience of the corporate world...

  1. HR executive assignments as:

    • HR Generalist (VB/Director/BP)
    • Head of a Centre of Expertise
      • Leadership & Organisational Development
      • Talent Management
      • Workforce Planning and Staffing
      • Corporate University
    • Change & Transformation Director (M&A, cultural transformation, new business/operating model, HR transformation, internationalization, etc..)
  2. HR Consulting

 

Typical/potential areas of intervention

  • Aligning Business & HR Strategy. Supporting Leadership Teams to create/refine the Vision/Direction of the business, and leading the development & management of aligned People Strategies and prioritised people plans.
  • Organisational Assessment & Design. Facilitating strategy & planning sessions with senior leaders and HR teams, assessing and designing organisation (strategy, structure, processes, rewards, people), change and transition.
  • Business focused learning & development. Assess & redesign learning strategies and plans and programs to support the business needs. Design and lead a Corporate University.
  • Building Business Capability. Performance management, develop competency models, talent & succession management.
  • Acquisitions - JV -  Mergers - Start-Ups. Due Diligence , TUPE, downsizing, turnaround,  segmentations, project management.
  • Internationalisation. People strategy and plans to support internationalisation, harmonisation of HR policies and processes.
  • Coaching & mentoring. Newly appointed HR Heads, leadership teams and key managers, talents, etc.
  • Reward Strategy and Implementation. Executive Compensation, LTIPS, bonus schemes, salary reviews, harmonisation, reward statements.
  • Building effective HR Functions. Establishing, evaluating, restructuring HR functions and processes. Shared services. Measuring HR effectiveness - implementing Metrics.
  • Internal Communications & Employee Engagement. Employee messages & channel development to drive business results; Employee listening (e.g. Surveys, Focus Groups); Intranets, internal social media plans and Forums.
  • Developing aligned Employer Brand / Employee Value Proposition. Defining the employee offer and experience that will attract, retain and engage the talented employees needed to drive business goals, Measuring current perceived delivery and action planning to build engagement. Aligning employee offer /employment brand with product and Corporate brands.
  • Recruitment & Selection. Reshape processes for campus / volume/experienced recruiting; Internal resourcing principles/processes (e.g job posting); Support in hiring in HR , Leadership Team members.
  • Values & Vision. Facilitating leadership thinking to articulate Corporate mission, values and purpose so to inspire employees to deliver business goals.