HR People Partner

Job Description Summary As an HR People Partner, you will be at the heart of our people experience—empowering leaders, supporting employees, and bringing HR initiatives to life where they matter most: on the ground.

In this role, you will act as a trusted advisor to People Leaders and employees on local HR topics, providing regular coaching and support and offering expert guidance on employee relations, compliance with local laws and policies, workforce planning, and change initiatives.

In addition, the role will liaise closely with HR Centers of Excellence (COEs) and other HR People Partners within the country to ensure alignment, consistency, and effective local execution of HR strategies and processes.

Where no dedicated role is in place, the position will also cover a Labor Relations Hat, supporting and advising on labor relations matters, including interactions with unions and works councils, leveraging strong local expertise and on‑site presence.

Your work will directly shape a positive, inclusive, and safe workplace culture while enabling People Leaders to lead with confidence and clarity.

With a strong focus on proactive support and problem‑solving, you will ensure employees feel heard, supported, and set up for success every day.

The role will cover GE Vernova Italian businesses and is intended to be performed on‑site.

• People Leader Empowerment
• Enable People Leaders to solve problems by leveraging central tools and HR standards.
• Coach and support People Leaders on complex issues.
• Partner with People Leaders to promote an inclusive, safety‑first culture.
• Participate in local leadership teams as HR representative and advise on HR‑related matters.
• Employee Experience Focus
• Foster a positive culture by embedding company values in local HR initiatives; focus on enhancing engagement and the overall employee experience.
• Represent the employee voice by sharing insights and people data with HRBPs and People Leaders.
• Guide requests through appropriate self‑service channels and educate employees on new ways of working.
• Liaise with onsite/in‑country operations to help resolve complex Tier1 queries requiring business direction.
• Local Support & Employee Relations
• Act as the local HR expert to People Leaders, HRBPs, and COEs.
• Proactively manage employee relations issues and address everyday grievance matters to minimize escalations.
• Collaborate with COEs to resolve sensitive matters (e. g., determine corrective action post‑investigation, analyze ER cases to develop appropriate actions).
• Advise and support labor relations/unions and works councils’ activities/issues (e. g., wage/contract negotiations), conducting work that requires local expertise or onsite presence (legal/regulatory or market/community).
• Ensure compliance and enforcement of local regulations, laws, and policies while providing People Leaders with the appropriate support for effective decision‑making.
• HR Strategy & HR Process Activation
• Own the local employee experience by executing workforce and talent agendas established by HRBPs.
• Support local HR projects and change initiatives with on‑ground expertise.
• Execute and support People Leaders and employees with HR initiatives across the talent lifecycle, including culture and new HR process introductions.
• Provide input to HR decisions, ensuring alignment with organizational goals and local compliance requirements.
• Employee Engagement & Psychological Risks
• Support employee engagement initiatives locally by: Serving as a liaison between employees and HRBPs to relay feedback and suggestions.
• Supporting People Leaders in implementing engagement strategies within their teams.
• Coaching People Leaders on creating an engaging work environment.
• Identify and mitigate psychosocial risks within client groups and collaborate with stakeholders to develop and implement programs addressing those risks.
• Minimum Qualifications
• Bachelor’s degree from an accredited college/university or equivalent qualification.
• Strong experience in HR functions such as recruiting, training, compensation, benefits, employee development, or performance management.
• Native Italian, fluent English.
• If contracted in Italy: EU work permit.
• Desired Characteristics
• Strong problem‑solving skills; ability to make independent decisions and manage conflicting priorities in a fast‑paced environment.
• Extensive understanding of Italian labor laws and HR policies, with demonstrated practical experience.
• Detail‑oriented with excellent organizational and documentation skills.
• Applies solid judgment ensuring integrity, compliance, and confidentiality.
• Strong interest in innovative HR solutions and process improvement.
• Posizione / Position
• Sesto Site HR People Partner
• Livello di Inquadramento / Management Level
• LPB
• Data di pubblicazione / Position was posted on
• 3rd of September 2026
• Orario settimanal

38.5 ore settimanali per impiegati e operai non turnisti; 38 ore settimanali per operai turnisti

Weekly Hours: 38.5 weekly hours for white collars and non‑shift blue collars; 38 weekly hours for shift blue collars.

Fascia retributive

Tra € 50,400.00 e € 75,600.00 lordi annui.

La retribuzione specifica offerta terrà conto dell'istruzione, delle qualifiche, dell'esperienza e delle competenze del candidato.

The pay range for this position: Between € 50,400.00 and € 75,600.00 gross per annum.

The specific pay offered will consider the candidate’s education, qualifications, experience and skill set.

Eleggibilità per il Piano Bonus

Eligibilità al piano bonus Variabile‑AIP, che prevede un incentivo target del 10% della retribuzione base annua, a seconda del raggiungimento dei parametri di business e delle performance individuali.

• Eligibility for
• Bonus

Plan: Eligible to participate in Variable‑AIP annual bonus plan that provides a target incentive of 10% of the individual’s annual base salary depending on achievement of key business metrics and individual performance.

La posizione sarà inquadrata in conformità al CCNL Chimico - Farmaceutico applicato in azienda.

Eventuali elementi integrativi al trattamento previsto dal CCNL vigente e/o dalle politiche aziendali applicabili sono riportati di seguito:

Benefits

• Stipendio Base: La retribuzione seguirà le tabelle salariali previste dal CCNL di categoria Chimico Farmaceutico
• Base salary: The remuneration is established according to the Chimico Farmaceutico NCBA salary scale, which defines employment levels and minimum salary levels.
• Pensione Integrativa (FONCHIM): Tutti i livelli sono eligibili
• Contributo del datore di lavoro: 2,1%.
• Contributo del dipendente: 1,2%.
• Base di calcolo: retribuzione mensile lorda.
• Pension Fund (Fonchim): All levels are eligible
• Employer Contribution: 2.1%.
• Employee Contribution: 1.2%.
• Base: monthly gross salary.
• Assistenza Sanitaria (Faschim): Assistenza sanitaria prevista da CCNL.
• Il dipendente ha la possibilità di rinunciare alla copertura di base optando per l’assistenza sanitaria integrativa offerta da Generali.
• Medical Benefits (Faschim): Healthcare coverage provided under the NCBA.
• The employee can choose to be canceled from this basic coverage and be enrolled in the supplementary healthcare coverage offered by Generali.
• Assistenza Sanitaria Integrativa (Operai, Impiegati e Quadri): Assicurazione Medica integrativa con Generali – copertura come da Booklet informativo (inviabile su richiesta), può prevede un contributo del dipendente Medical Benefits (Not Executives): Additional Medical coverage provided by Assicurazioni Generali - coverage as outlined in the information booklet (available upon request), it may requires an Employee contribution through salary sacrifice
• Mensa o indennità sostitutiva: Accesso alla mensa aziendale con contributo a carico del dipendente pari a €0,90 a pasto.
• Indennità sostitutiva giornaliera di €3,50 in caso di assenza del servizio mensa.
• Canteen or compensatory allowance: Access to company canteen with Employee contribution equal to €0.90 for daily meal.
• Daily compensatory allowance equal to €3.50 in the absence of canteen services.
• Welfare: € 250 di credito annuale come da CCNL disponibile su portale dedicato per rimborsi spesa istruzione, sport, viaggi o previdenza.
• Flex Benefit: € 250 of annual credit as per NCBA available on a dedicated portal for education, sports, travel, or pension reimbursements.
• Assicurazione

Infortuni: Impiegati, operai e quadri L’assicurazione prevede un capitale pari a 6 volte la retribuzione annua lorda (RAL) in caso di decesso e 7 volte la retribuzione annua lorda (RAL) in caso di disabilità permanente

• Accident

Insurance: White Collars, Blue Collars and Managers Insurance policy provides for 6 times Gross Annual Salary in case of death and 7 times Gross Annual Salary in case of permanent disability coverage.

• Invalidità permanente da malattia: Impiegati, operai e quadri L’assicurazione prevede un capitale pari 1 volta la RAL, massimo €200.000
• Permanent disability due to illness: White Collars, Blue Collars and Managers Insurance policy provides for 1 time Gross Annual Salary, up to €200,000 coverage.
• Assicurazione Vita: L’assicurazione prevede un capitale pari 2 volte la retribuzione annua lorda (RAL)
• Life Insurance: Insurance policy provides for 2 times Gross Annual Salary coverage.
• Premio di Produzione: Premio di pruduzione fisso pari a €2,086 lordo annui erogato mensilmente nel corpo del cedolino
• Productivity Bonus: Fixed annual production bonus of €2,086 gross, paid in monthly instalments through the pay slip.
• Premio di Partecipazione: Premio variabile negoziato annualmente, convertibile in Welfare in base agli accordi sindacali (valore target 2025: €1,916 lordo)
• Participation

Bonus: Annual variable bonus negotiated each year, convertible into welfare benefits in accordance with local work council agreements (2025 target value: €1,916 gross).

• EAP - Supporto Dipendenti: Supporto globale psicologico, legale e finanziario 24/7
• Employee Assistance Program: Global 24/7 psychological, legal, and financial support.
• Smartworking: Smartworking fino a 10 gg/mese per ruoli idonei.
• Flexible working: Flexible working up to 10 working days per month for eligible roles.
• Maggiorazioni

Turno: [SOLO PER OPERAI TURNISTI]: maggiorazione del 6% per le ore lavorate tra le 06:30 e le 21:30; 45% per le ore lavorate tra le 06:00 e le 06:30 e tra le 21:30 e le 22:00; 60% per le ore lavorate tra le 22:00 e le 06:00 e tra le 18:00 e le 22:00 del venerdì.

• Shift

Uplift: [ONLY FOR SHIFT HOURLY WORKERS]: 6% between 6:30 AM and 9:30 PM; 45% for 6:00 AM – 6:30 AM and 9:30 PM – 10:00 PM; 60% for 10:00 PM – 6:00 AM and 6:00 PM – 10:00 PM on Fridays.

• Maggiorazioni Stradivarius: Maggiorazione del 45% per lavoro straordinario effettuato di sabato.
• Le altre voci seguono il CCNL di riferimento.
• Overtime premium: 45% premium applied for overtime worked on Saturdays.
• All other provisions as per applicable CBA (CCNL).
• Indennità di Reperibilità: [SOLO PER RUOLI DI PRODUZIONE IDONEI] Indennità di €35,00 per giorno feriale di reperibilità; €60,00 per sabato; €100,00 per domenica o festivo
• On-call duty allowance: [ONLY FOR ELIGIBLE MANUFACTURING ROLES] €35.00 on-call allowance for weekdays; €60.00 for Saturdays; €100.00 for Sundays or public holidays.
• Additional Information
• Relocation
• Assistance

Provided: No Addressing the climate crisis is an urgent global priority and we take our responsibility seriously.

That is our singular mission at GE Vernova: continuing to electrify the world while simultaneously working to help decarbonize it.

If we want our energy future to be different…we must be different.

Our mission is embedded in our name.

We retain our treasured legacy, “GE,” in our name as an enduring and hard‑earned badge of quality and ingenuity. “Ver” / “verde” signal Earth’s verdant and lush ecosystems. “Nova,” from the Latin “novus,” nods to a new, innovative era of lower carbon energy that GE Vernova will help deliver.

• Together, we have The Energy to Change the World. www. gevernova. com
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