Strategic HR Country Lead Italy

The Strategic HR Business Partner Country Lead serves as a trusted advisor and thought partner to the Italian Managing Director and country leadership team. They will play a key role in shaping and executing the people strategy to enable business performance and sustainable growth.

Operating within a three-pillar HR model (HR Business Partners, Centres of Expertise, and HR Operations/Shared Services), the role translates global and regional HR strategy into locally relevant initiatives while ensuring alignment with business priorities.

The role holder leads the strategic people agenda across the relevant markets, providing guidance on organisational design, workforce planning, leadership capability, talent management, culture, and change management. Acting as the primary HR interface for the country leadership team, the role partners closely with Centres of Expertise to deploy talent, reward and learning programmes, while working with HR Operations to ensure efficient delivery of core HR services.

As a senior leader, the HRBP Country Lead uses data-driven insights to influence decision-making, strengthens leadership effectiveness, and fosters a high-performance, inclusive culture. The role also ensures compliance with local employment legislation, manages complex employee relations matters, and champions employee engagement across the country.

The Strategic HRBP Country Lead, will oversee a team of in-country HRBPs and payroll specialists.

KEY RESPONSIBILITIES:

• Partner, strategize, advise, coach and influence the business team(s) on all aspects of people management and leadership.
• Collaborate with business leaders, HR colleagues, and other support functions to gain knowledge and understanding of programs, policies, processes, practices, organization structures, roles, responsibilities, and cultures in support of establishing aligned, consistent approaches for the full employee life cycle.
• Lead the local HR Business Partner and Payroll team and continue to build HR capabilities throughout the team.
• HR Strategy & Policies – Develop and implement (global) HR policies and initiatives aligned with organizational goals, ensuring compliance with local labor laws, tax, and social security regulations.
• Compensation & Benefits – Partner with Total Rewards CoE and support compensation reviews, conduct market surveys, and administer payroll, insurance, pension, and related employee benefits. Maintain accurate, compliant and timely local payroll provision.
• Manage the local HR performance management and business processes that drive results, build capabilities, enhance engagement, and support retention.
• Recruitment & Onboarding – Partner with the Talent Acquisition CoE and manage the full recruitment cycle, from candidate selection and interviewing to onboarding and induction programs, fostering engagement and alignment with company culture.
• Employee Relations – lead the employee relations framework for the country, addressing all relevant processes, supporting Works Council and union relations, and promoting a positive workplace climate.
• In collaboration with the Global Talent CoE, facilitate Performance & Development activities to drive business performance including talent & succession, performance and development processes & programs.
• Employee Engagement & Culture – Monitor employee morale, organize engagement initiatives and events, promote Henry Schein values, and implement a strong Health & Safety culture.
• Administration & Compliance – Maintain accurate compliance related documentation, manage reporting and HR budget activities in coordination with Finance, and ensure compliance with legal and ethical standards. Partner with Compliance and legal on employee relations issues, investigations, and outcomes.
• Projects & Collaboration – Contribute to local, European, and global HR projects and team meetings; support CSR initiatives (e.g., Henry Schein Cares) and other special projects as required. Collaborate with other HR CoEs to drive strategic priorities, long-term vision, and implementation of key initiatives and solutions.

SPECIFIC KNOWLEDGE & SKILLS:

• Italian & English language capability is essential
• 10+ years in General Human Resources, with experience in managing country-level HR in a matrix organization
• Expert and able to navigate multiple projects with global and local impact in the wider HR function
• Understanding & expertise in Italian employment regulations ce
• Proficient in HR strategy formulation
• Strong critical thinking and problem-solving skills
• Exhibits managerial courage and has strong business acumen, expert in building strong relationships with local leadership and co-determination groups
• Contributes a balanced perspective and communicates with emotional intelligence

GENERAL SKILLS & COMPETENCIES:

• Excellent management and leadership skills and ability to attract, retain, motivate, develop and mentor team members for high performance
• Outstanding verbal and written communication skills and ability to resolve disputes effectively
• Outstanding presentation and public speaking skills
• Outstanding independent decision making, analysis and problem-solving skills
• Understand, interpret and act on financial information that contributes to business profitability
• Ability to plan and manage complex and successful projects; understand available resources, develop timeline, budget and assign areas of responsibility
• Lead teams to achieve company goals and solve complex business issues in creative and effective ways
• Outstanding planning and organizational skills and techniques
• Communicate effectively with senior management and key stakeholders
• Strong negotiating skills and ability to effectively manage internal and external relationships
• Ability to influence, build relationships, understand organizational complexities, manage conflict and navigate politics
• Broad and wide-range of professional and managerial skills with a full understanding of industry practices and company policies and procedures
• Ability to lead and develop virtual teams
• Outstanding in multiple technical and business skills

MINIMUM WORK EXPERIENCE:

Typically 10 or more years of increasing responsibility and complexity in terms of any applicable professional experience; 3 or more years of management experience.

PREFERRED EDUCATION:

Typically a Bachelor's Degree or global equivalent in related discipline. Master's degree or global equivalent a plus.

TRAVEL / PHYSICAL DEMANDS:

Travel around 30%. Office & home office environment. No special physical demands required.

SCOPE:

Typically manage a more complex department, large and complex process or multiple large processes. Focus on executing goals in accordance with the policies and directives of senior management. Fully accountable for meeting the operating objectives of the department. Establish key operational objectives and work plans and delegate assignments to staff. May develop proposed budgets for approval and manage budget once approved. Operate with substantial latitude for independent action or decision. May play a role in high-level projects that have an impact on the function's future direction.

COMPLEXITY:

Increased breadth of responsibility and overall accountability (e.g. strategy, finance, negotiation, communication, etc.). Work on complex issues where analysis of situations or data requires in-depth knowledge of organizational objectives, including an understanding of current business trends. Act as advisor/coach to subordinate(s) to meet schedules and/or resolve problems. Full knowledge of multiple areas within sub-function derived from experience in in non-management and manager level role(s). Focus on executing goals in an accurate and timely manner.

STRATEGY:

Translate and implement the strategy in order to further the sub-function's larger goals through the work of more senior professional staff. Create new, or recommends changes to policies and establish procedures that affect the sub-function

SUPERVISION:

Manage work and goals of professional level staff performing non-routine work or who manage a more complex process or system. May have subordinate supervisors.

INTERACTION:

Regularly interact with senior management, executive levels and/or customers on matters concerning several functional areas and/or other company divisions or units. Ability to change the thinking of, or gain acceptance from, others in sensitive situations, without damage to the relationship.

MANAGEMENT DUTIES:

Typically can hire, terminate, or promote and may be aware of higher-level functional issues and concerns; another level of approval may be required. Makes decisions on salary increases, performance reviews, disciplinary actions, etc.

PERFORMANCE REQUIREMENTS:

Typically, to advance to a new job level, TSMs must demonstrate professional behavior and should consistently be at the high-end of meets expectations or consistently exceed expectations.

Henry Schein, Inc. is an Equal Employment Opportunity Employer and does not discriminate against applicants or employees on the basis of race, color, religion, creed, national origin, ancestry, disability that can be reasonably accommodated without undue hardship, sex, sexual orientation, gender identity, age, citizenship, marital or veteran status, or any other legally protected status.

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