Dr. Enrica Lipari

Helping to shape and deliver Vodafone’s Digital Transformation, I WILL: ʻ provide Business Partnering to Agile Squads and ensure agile methodology implementation, leveraging on talent acquisition, development and upskilling ʻ manage a change management plan to drive an agile leadership culture within an effective digital organizational structure ʻ coach leaders, shape team effectiveness, and challenge behaviours to ensure they live the Vodafone Way

Responsible to start-up the Human Resources Function for the Group, I‘ve been in charge of the organizational model and business development and I directly coordinated a team of about 15 people deployed in 4 areas: - Sales and Corporate Recruiting - Sales Force and Human Resources Business Partnering - Office and Facilities Management - Booking and Events Management

Responsible for the Corporate People function, I coordinated a team in charge of Human Resources operations with focus on innovative processes for the Group. FORMER ROLES: - 2014: Corporate HR Senior Manager. - 2013: HR Horizontal Manager and Business Partner for Technology and Onebip Business Unit. - 2011/12: HR Business Partner for Europe Region, Technology and Finance Departments and Entertainment Products and Gambling Business Units. - 2009: HR Recruitment, Training and Internal Communication.

Recruitment & Selection: developed job descriptions, sourced and interviewed qualified candidates, maintaining relationship both with the line managers and the local Employment Centers; Training: developed the 2010 Training Plan, managed relationships with training providers and participated the raise to obtain public funding; followed apprentices training path and certifications; HR: managed everyday employees issues in compliance with organizational policies;

Development: analyzed Global Employee Survey and Leadership Survey results, focusing on few drivers areas to improve people satisfaction, commitment and development; Training: supported the events structure and content management (Community) in order to reinforce “the sense of belonging” and to involve employees in social responsibility projects, promoted by Accenture; Internal Communication: developed and maintened a SharePoint site, in order to share and manage People initiatives;

Recruitment & Selection (administrative/organizational roles): developed job descriptions and promoted job offers on web sites/newspapers, researched and screened CVs on job/ university portals, called applicants, conducted face-to-face interviews and tests; Training: supported individual coaching trainings planning.

“Circuml@vorando”Recruitment Project: screened CVs and conducted selection interviews to answer Quanta customers needs, drove candidates toward development paths (Quanta’s workshops and masters included) able to empower their skills and let them move better into the job market.

Developing Business Partnering and Consulting Skills for HR Professionals.

Innovation Lab 2013, Talent Outdoor Training 2012, Time & Priority (path addressed to the PMP Certification), 6 Thinking Hats, Individual Coaching, Insight Good Management, Well- formed Outcomes

Main professional areas of study: Employment contract and administration, industrial relations, development and organization, selection, job evaluation.

Grade: 110 cum laude and Excellence Mention Thesis: “Change Management: from Collocamenti to Employment Centers”

Grade: 108/110 Thesis: “Organization Coaching: Research Experience in British American Tobacco”