Human Resources Manager

Key Responsibilities： Labor Compliance Employee Relations: Be proficient in Italian labor law and CCNL Commercio collective agreement. Take charge of end-to-end compliance control for employment contracts, job classification, probation periods, contract renewal and termination for all local employees. Handle workplace conflicts, employee complaints, daily employee management, PIP performance improvement plans, labor risk prediction and dispute response. Establish standardized local employment rules to mitigate compliance risks arising from layoffs, contract terminations and performance-related actions. Compensation Benefit System and Incentive: Design Build and optimize local salary structures, benefit frameworks, overtime regulations and various allowance schemes to ensure full alignment with CCNL provisions and local tax legislation. Design and conduct compliance review for variable-pay schemes including sales incentives and performance bonuses. Carry out labor-cost analysis, optimize compensation strategies, and implement and iterate the “one-country-one-policy” local HR framework. Not responsible for operational tasks such as monthly payroll execution or social-security administration. Organization, Job Framework Talent Acquisition : Standardize local job classification and conduct compliance review for job descriptions; Conduct recruitment assessment and salary negotiation for key and critical company roles. Oversee talent review, talent pipeline development and compliance-driven optimization of performance-management systems. HR Projects System Development: Lead localized HR optimization and key HR projects, including global HR policy localization, cross-cultural management system building, employee engagement improvement, and end-to-end local HR process standardization. Take charge of organizational capability improvement projects, assist in regional talent mechanism iteration, and promote standardized and systematic local HR management. Align with headquarters on HR system upgrading, organizational adjustment, and long-term HR strategic landing. Requirements Minimum 5 years of hands-on HR experience in Italy, with solid expertise in CCNL Commercio, Italian labor law and employment-risk management. Demonstrate proven practical capabilities in compensation-system design, incentive-scheme development and employee-relations dispute resolution. Well-versed in local probation-period administration, job classification, contract compliance and PIP procedures. Native-level Italian, fluent English, and strong cross-cultural communication skills.