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.
\n
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.
\n
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.
\n
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.
\n
The Strategic HRBP Country Lead, will oversee a team of in-country HRBPs and payroll specialists.
\n
KEY RESPONSIBILITIES:
\n
- 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.
\n
SPECIFIC KNOWLEDGE & SKILLS:
\n
- 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
- Contribu