Human Resources Business Partner

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 22 plants worldwide and has its own distribution network in 22 countries, and employs approximately 4,000 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.

 

General Description of the Role

 

The Human Resources Business Partner – Support Functions is responsible for managing a variety of HR generalist areas to support and enable the IT, Legal, Finance, General Administration, and HR teams (including Regional and Global positions within the US). This role will act as a strategic business partner and serve as an expert consultant to business leaders and their teams on all talent matters, including organizational design, coaching and development, investigating and resolving employee relations issues, workforce planning, change management, recruiting, and learning opportunities. This position will also lead key initiatives and programs within the US, such as, Mentoring Program, Coaching Program, Babbel, and others.

 

Key Responsibilities and Activities

 

Business Partner/Organizational Development:

 

• Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.

• Establish and maintain an intimate understanding of your client groups and the business, in the interest of building effective and productive working relationships with internal stakeholders at all levels within the Support functions.

• Plan, lead, and support organization design projects to implement new business structures, new roles and/or processes that create speed, efficiency, and support rapidly shifting business demands.

• Proactively assess business and organizational performance to recommend and drive action through an influence without authority approach.

 

Talent Management & Employee Relations:

 

• Coach business leaders on key organizational and management issues  

• Partner with the Talent Acquisition team to drive the recruitment and selection process to attract high caliber talent in a way that continues to build the organizational effectiveness of Campari.

• Identify and assess employee training and development needs based on business strategy in order to help close gaps between current and future skill sets.

• Focus on employee development while leveraging the Global Talent Management processes and tools (e.g., Annual Performance Review, Talent Review & Succession Planning, Development Planning)

• Contribute to the ongoing improvement of the talent management related programs and processes.

• Ensure compliance with employment law and adherence to policies.

• Foster employee engagement to promote a collaborative culture of relationship building, including supporting Campari’s employee survey from deployment to communication and action planning.

• Act as the primary lead on all employee relations issues, conducting investigations, determining findings, and aligning with management and Legal on recommended actions.

• Contribute to the development and execution of programs/initiatives designed to improve the employer brand of Campari America.

 

Training & Development:

 

• Support in identifying Training needs, in partnership with the COE’s, in order to drive the training and professional development plans, which enable employee engagement, advancement and retention.

• Design, develop and facilitate custom trainings as needed to support capability gaps.

• Ensure a robust curriculum is in place to ensure people managers are well equipped to respond to and/or mitigate employee relations issues and drive strong performance.

• Work with external resources to negotiate the delivery of learning and/or development programs to meet the organizational needs.

• Work with employees and managers to develop customized, individual development plans as needed.

• Ensure date integrity of our LMS system to capture employee trainings appropriately.

• Lead key initiatives and programs within the US, such as, Mentoring Program, Coaching Program, Babbel, and