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Osservatorio sulle Professioni del Futuro – Work in Progress

Osservatorio sulle Professioni del Futuro – Work in Progress. Osservatorio sulle Professioni del Futuro – Work in Progress. Osservatorio sulle Professioni del Futuro – Work in Progress. Osservatorio sulle Professioni del Futuro – Work in Progress.

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Osservatorio sulle Professioni del Futuro – Work in Progress

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  1. Osservatorio sulle Professioni del Futuro – Work in Progress

  2. Osservatorio sulle Professioni del Futuro – Work in Progress

  3. Osservatorio sulle Professioni del Futuro – Work in Progress

  4. Osservatorio sulle Professioni del Futuro – Work in Progress

  5. Osservatorio sulle Professioni del Futuro – Work in Progress

  6. Osservatorio sulle Professioni del Futuro – Work in Progress

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  8. Risk Systems Compliance Manager Francesco Commisso

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  12. HR BUSINESS PARTNER JOB PROFILE THE CONTEXT: in the last decades the role of the entire HR function is dramatically changed. First of all the business and the work organization are changed: globalization, speed, flexibility, innovation. In this context line managers are often perceiving the HR function very far from their issues, needs and objectives. This is the reason why more and more organizations want within the HR function someone that by role is close to the business, by role is the partner of the line. The HR Business Partner is a kind of new role within the HR function with new activities and quite different competencies to really support, anticipate, solve business needs related to Human Capital issues, leveraging also on other HR profiles like specialist or generalist. The following description is fixing some general characteristics of the HR Business Partner that should be used in mid-large organizations. JOB TITLE: HR Business Partner MISSION Ensure Human Capital management and promote human resources development supporting the respective business area to achieve its objectives. MAIN ACTIVITIES • The HR Business Partner is typically responsible for designing and implementing a human resource service for the respective area, ensuring correct staff management, guaranteeing an optimal planning of resources in line with the business requirements; • monitoring the correct application and implementation of management policies, development, training and compensation activities at business level; • representing an effective and credible business partner for the line interlocutors of the respective area;

  13. HR Business Partner activities include strategic partnering, operations management, , emergency response, and employee mediation. Some examples: Strategic Partner Activities • Adjusting HR Strategies to respond to changing needs • Developing the next generation of leaders • Identifying critical HR metrics • Identifying talent issues before they impact the business • Prioritizing across HR needs • Redesigning structures around strategic objectives • Understanding the talent needs of the business Operations Mgmt Activities • Assessing employee attitudes • Communicating organizational culture to employees • Communicating policies and procedures to employees • Ensuring HR programs are aligned with culture • Keeping the line updated on HR initiatives • Tracking trends in employee behaviors Emergency Responder Activities • Preparing for different situation • Quickly responding to complaints • Quickly responding to line manager / employee questions and needs Employee Mediator Activities • Managing competing personalities in the organization • Managing conflict between managers/employees • Responding to organizational changes • Resolving political problems in the execution of business plans

  14. HR BUSINESS PARTNER ROLE SKILLS AND ATTITUDES Functional Skills • Performance & Talent Management • Organisational & Development Design • Leadership Development • Total Reward Management • Recruitment/Retention • Training • Workforce Planning • Legal Compliance • Employee/Industrial Relations Other Skills • Organizational understanding • Business knowledge and environment impact awareness • Finance knowledge • Data analysis Attitudes • People Management • Business Acumen • Innovation/Change Management • Flexibility • Leadership • Communication Negotiation/Conflict Resolution and Influencing skills EXPERIENCES At least three to five years of human resource management experience in a complex environment.

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  29. Osservatorio sulle Professioni del Futuro – Work in Progress

  30. Osservatorio sulle Professioni del Futuro – Work in Progress

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