career

Career Paths

In this area you will be able to learn more on the possibility of professional growth within the Group, and on the Professional Families and career paths.

Choose the functions that you are most interested in at the Group:


Personnel Affairs

What does Personnel Affairs mean at Pirelli?

The principal objective of the Personnel Affairs function at Pirelli is the research, development, and management of Personnel Affairs, ensuring performance of the activities necessary for their professional growth in an international context and constant improvement.

Those working in the Personnel Affairs function monitor resources at every stage of their professional path, focusing maximum attention on the management of talents.


Personnel affairs – Career paths

What does it mean to grow in the Personnel affairs position?

GROUP HUMAN RESOURCES DIRECTOR TRAINING & DEVELOPMENT MANAGER HUMAN RESOURCES MANAGER COMPENSATION MANAGER LABOUR RELATIONS MANAGER HUMAN RESOURCES ACCOUNT PLANT/UNIT PERSONNEL MANAGER


GROUP HUMAN RESOURCES DIRECTOR
Defines and proposes personnel policies consistent with company strategies and needs. Ensures the formulation of the Human Resources MP, defines objectives and timescales. Ensures the implementation of policies/objectives related to development, incentives, selection, training. Defines, propose and implement polices for trades unions and industrial relations, and ensures their management. Meets the staffing objectives agreed with senior management and line managers. Verifies the appropriateness of structures (organizational models, processes, personnel) for established objectives. Intervenes in the redefinition of macro/micro structures and processes. Ensures the control of labor costs and the effectiveness of personnel administration systems. Intervenes in the definition of policies related to the environment and safety.


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TRAINING & DEVELOPMENT MANAGER
Defines policies and design selection and development training tools, provides to recruiting and selections of new graduates
Develops and implements programs to improve the competence and effectiveness of all of organization's human resources.
Provides overall guidance to training and development activities throughout the company. Focus is mainly on programs that are common to employees at all locations or oriented to higher level management. Serves as a technical resource to local training manager and provides co-ordination where appropriate


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HUMAN RESOURCES MANAGER
Accountable for the development, implementation, and administration of the company's policies relative H.R. Managing (recruitment training and development) to support Human objectives. Assures the managing of compensation and benefit programs. Coordinates training and developments specific programs. Oversees the effective implementation and administration of personnel policies and practices. Defines definitions of macro/micro structures and processes in agreed with management. Develops and manages industrial relations system according to policy of Group.


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COMPENSATION MANAGER
Responsible for the implementation of compensation programs and policy (salary, incentives, bonus, stock options and other special payment plans for specific segment of population) issued by the Group Compensation & Benefits Manager. Defines, on the basis of generic guidelines given be the Group, annual reward policy for staff and managerial employees. Participates in compensation survey at local level. Guarantees the correct implementation of the IT system (SAP HR module) concerning compensation related matters.


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LABOUR RELATIONS MANAGER
Develops and direct implementation of plans, policies and programs affecting the organization's relation with the organizations employees and their representatives. Researches current and potential labor relations problem, opportunities issues and evaluated their impact. Co-ordinates local level negotiation and/or participates in negotiation of multi location agreement with unions. Advises location Human Resource managers and line managers on how handle specific labor relation problems.


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HUMAN RESOURCES ACCOUNT
Assures management and development of resources relate to competence area in according to Group / Sector policy by selection, training and development. Works with management to solve specific problem of personnel administration (mobility, shift plan, excess). Assures implementation of group policies and respect of external norms.


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PLANT/UNIT PERSONNEL MANAGER
Develops and directs implementation of plans and/or programs to ensure the most effective utilization of human resources to support unit objectives. Supervises administration of personnel policies and papers at the location. Assures implementation/administration of salary policies, compensation and benefits programs at the location. Implements effectives safety, affirmative action, and other employee relation programs. Manages the relationship for trade unions and industrial relations, and defines internal agreement following business /sector guidelines.


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Last Revised: 12 June   2012