HRBP
Pubblicato il 14-09-2026 - Renrui HR in Milano
Our client is one of the world's fastest-growing, tech-driven logistics giants that already dominates the e-commerce delivery space across Asia, Latin America, and the Middle East. They are now heavily investing to launch their European operations starting in Italy, offering a rare opportunity to build a business from scratch ('0 to 1') with the financial backing and stability of a multi-billion-dollar global enterprise.
HR Business Partner (Italy)
Key Responsibilities
1. Talent Acquisition & Talent Management
Recruitment Management
- Responsible for the annual recruitment planning and execution for the Italian entity.
- Establish and maintain local recruitment channels, including LinkedIn, Indeed, InfoJobs (mainstream Italian job board), headhunters, and industry resources.
- Lead the recruitment of key positions, including logistics operations, warehouse management, sales, and functional support roles.
- Manage relationships with recruitment vendors and headhunting agencies.
- Optimize the recruitment process and hiring costs.
Talent Development
- Establish talent reviews and succession planning.
- Drive employee training and career development programs.
- Support management team building and organizational capability enhancement.
- Assist in key talent retention and development initiatives.
2. Employee Relations Management
- Responsible for local employee relations management in Italy.
- Handle employee grievances, disciplinary actions (strictly following the procedural requirements of the applicable Italian National Collective Labour Agreement - CCNL), Performance Improvement Plans (PIP), and other employee relations matters.
- Provide management with professional compliance advice related to Italian Labor Law (Diritto del Lavoro) and the applicable CCNL.
- Support investigations and related ER procedures; appropriately handle communications and negotiations with Trade Unions (Sindacati) or internal employee representatives (RSA/RSU) where applicable.
- Mitigate labor disputes and employment risks.
3. Compensation & Benefits
- Responsible for salary structure design and market benchmarking, ensuring compensation packages fully comply with the minimum wage standards and grading requirements stipulated by the applicable CCNL.
- Manage employee benefits programs (e.g., standard Italian benefits such as meal vouchers/Ticket Restaurant, and corporate welfare programs/Welfare Aziendale).
- Support the design of premio schemes and incentive mechanisms.
- Conduct regular compensation competitiveness analysis.
4. Organizational Development & Performance Management
- Drive the implementation of the performance management system.
- Assist in formulating organizational structure and job design.
- Responsible for job evaluation and grading management.
- Support business units with organizational optimization and team building.
- Drive the implementation of corporate culture.
5. Italian Labor Law & Compliance
- Ensure all company policies comply with Italian labor laws and relevant regulatory requirements.
- Responsible for the management of the employee handbook, policies, and procedures.
- Oversee valid work permit (Permesso di soggiorno) checks for foreign employees and ensure the timely completion of mandatory statutory employment declarations for onboarding, offboarding, and contract changes (UNILAV).
- Manage visa and immigration-related matters (if applicable).
- Support company audits and compliance checks by authorities such as the National Institute for Insurance against Accidents at Work (INAIL) and the National Social Security Institute (INPS).
6. Administration & Office Management
- Oversee office administration management.
- Manage administrative budgets and vendors.
- Support office relocation, renovation, and facility management projects.
- Coordinate insurance, leasing, and related administrative affairs.
Requirements
- 2+ years of management experience as an HR Manager or HRBP.
- Deep understanding of Italian labor laws and HR practices; proven practical experience in navigating and applying the Italian National Collective Labour Agreement (CCNL) is mandatory.
- Familiarity with local employee relations and Italian payroll calculation logic (e.g., 13th/14th-month salary mechanisms, Severance Pay/TFR - Trattamento di Fine Rapporto).
- Ability to independently handle complex employee relations cases and lead disciplinary procedures.
- Excellent cross-cultural communication skills.