Global Talent Management, Manager

Campari Group today is a major player in the global branded spirits industry, with a portfolio of over 50 premium and super premium brands, marketed and distributed in over 190 markets around the world, with leading positions in Europe and the Americas.

Headquartered in Milan, Italy, Campari Group owns 25 plants worldwide and has its own distribution network in 26 countries, and employs approximately 4,700 people.

Shares of the parent company Davide Campari - Milano N.V. are listed on the Italian Stock Exchange since 2001. Campari Group is today the sixth-largest player worldwide in the premium spirits industry.

The Role & Your Impact 

As our Global Talent Management Manager, you will be the global architect and owner of our Talent Management framework – shaping how Campari Group identifies, develops and moves talent across the organisation. 

 You will: 

• Design and continuously evolve a global Talent Management strategy aligned with our business ambitions and workforce plans.  

• Own the succession planning framework for critical roles, ensuring strong bench strength, clear pipelines and visibility of leadership potential across all four Business Units. 

• Build and embed a career and internal mobility architecture that enables lateral moves, stretch assignments, international rotations and transparent internal opportunities. 

• Lead the selection and deployment of assessment & psychometric tools (e.g. Hogan, SHL or similar), integrating insights into succession, development and selection. 

• Partner closely with HR Leadership, Regional Talent Development Partners, HRBPs and Campari University to bring our Talent strategy to life globally. 

In short: you’ll help ensure that every Camparista can see the opportunities ahead, grow every day, and feel a strong sense of ownership and belonging – while we achieve together. 

�� What You’ll Be Doing (Day to Day) 

Shape the global Talent ecosystem 

• Define and maintain our global philosophy and framework for talent identification, development and progression, ensuring consistency with local flexibility. 

• Set clear governance, standards and routines for Talent Management activities worldwide (reviews, calibration, talent boards, etc.). 

Build strong succession & leadership pipelines 

• Drive enterprisewide succession planning for key roles, with clear coverage in the short, medium and long term. 

• Colead midyear / annual talent and succession reviews with regional Talent partners, bringing datadriven insights on potential, readiness and risk. 

Elevate careers, internal mobility & lateral moves 

• Maintain and evolve the global career framework (paths, progression criteria, talent pools). 

• Design frameworks and guidelines for lateral moves, stretch roles, crossfunctional projects and international