HR Business Partner Hub Europe - Service

Location: Milan, Lombardy, Italy Job ID: R0147673 Date Posted: 2026-10-13 Company Name: HITACHI ENERGY ITALY S.P.A. Profession (Job Category): Human Resources Job Schedule: Full time Remote: No Job Description: The Opportunity As the HUB HR Business Partner, you play a key role in driving the strategy and growth of the Service Business Unit at the regional level. You report directly to the Hub Manager of Service Business, with a dotted-line reporting relationship to the Global BU HRBP. As a member of the regional Service BU leadership team, you work closely with global and hub-level stakeholders both within the Business Unit and across Hitachi Energy to ensure the successful execution of the Service BU strategy and the Hitachi Energy HR strategy. In this role, you partner with the HBU Management Team and Local Service Unit Leaders to provide guidance and support in implementing people strategies. You coach and develop business leaders to drive successful business outcomes while ensuring the organization has the capabilities, talent, and workforce readiness needed to achieve future business goals. To succeed in this position, you bring extensive HR leadership experience at a regional level and a proven track record of driving collaboration and innovation within a matrix organization. You are experienced in leading diverse teams and delivering measurable results. You work closely with country-based HR Business Partners to execute the overall people strategy for the Service Business Unit while ensuring compliance with local employment legislation, regulatory requirements, and HR policies for Service employees in each country. The role holder could be based anywhere within the Europe region. How you will make an impact Strategy Leadership: Set and implement the people strategy for the Hub Service Business Unit in alignment with the global Service BU strategy and the Hitachi Energy HR strategy. Partner closely with the HUB Manager, HUB Management Team, Local Service Unit Managers, Local HRBPs, and global stakeholders to deliver strategic business priorities and enable sustainable growth. Act as a trusted advisor to business leaders, providing people-focused guidance that supports effective decision-making. Employer Branding & Talent Attraction: Collaborate with HR functional teams to strengthen the Service BU employee value proposition and promote the Hitachi Energy employer brand. Drive initiatives that attract, engage, and retain top talent across the Hub and support long-term workforce needs. Capability & Workforce Planning: Ensure that the people, leadership, and organizational capabilities required to meet current and future business objectives are identified and developed. Lead workforce planning activities, leveraging people analytics and workforce insights to support strategic decision-making and business performance. Organizational Design & Development: Drive effective organizational design and development initiatives that support the growth ambitions of the Service Business Unit. Partner with business leaders and the Global HRBP to optimize organizational structures, improve effectiveness, and build sustainable capabilities. HR Partnership & Delivery: Work collaboratively across the HRBP community, Centers of Expertise (CoEs), and HR Operations to ensure the delivery of high-quality HR solutions. Provide strategic HR consulting and guidance to support business objectives through aligned policies, processes, and programs. Talent & Performance Management: Partner with business leaders and Talent Management teams to implement talent strategies that strengthen succession pipelines, leadership development, talent acquisition, employee engagement, diversity and inclusion, and retention of key talent. Foster a high-performance culture through effective performance management practices. Change Management: Lead and support strategic change initiatives across the Service Business Unit. Advise leaders on change management approaches and drive adoption through effective communication, stakeholder engagement, organizational development, and cultural transformation initiatives, including Our Leadership Pillars and Diversity360. People Leadership & Development: Support the HUB Management Team in ensuring the organization is appropriately structured, skilled, and resourced to achieve business goals. Drive functional competency development, career pathways, and succession planning initiatives that support employee growth and long-term organizational success. HR Process Excellence: Drive implementation and continuous improvement of core HR processes, including workforce planning, succession planning, performance management, talent management, compensation, organizational footprint initiatives, and HR technology adoption. Ensure data quality, provide business insights, and support effective use of HR systems and tools. Safety, Compliance & Wellbeing: Ensure compliance with employment legislation, corporate HR policies, and internal governance requirements. Partner with HSE and sustainability teams to promote a culture of safety, compliance, integrity, and employee wellbeing throughout the Service organization. Collaboration & Governance: Work closely with Senior HRBPs, HUB HRBPs, and Service leadership teams to align people strategies, share best practices, and ensure consistency across the business. Promote strong governance standards and effective collaboration across functions, regions, and countries. Your background Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Significant HR leadership experience at a regional level within a complex, global, matrix organization. Experience within the energy sector or an OEM environment with a strong service business and installed base management focus. Demonstrated success in organizational development, talent management, and change leadership. Strong analytical, strategic planning, and problem-solving capabilities. Excellent communication, influencing, and stakeholder management skills. Ability to successfully navigate complexity, ambiguity, and a fast-paced business environment. Proven ability to lead through influence and deliver results across a matrix organization. Fluent English; additional languages are an advantage. Key competencies Strategic Vision Leadership Customer Focus Analytical Thinking Communication & Influencing Results Orientation Collaboration Change Leadership Talent Development Business Partnership Accessibility and reasonable accommodation Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process. This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response. Use of Al and automated tools in recruitment As part of our recruitment process, Hitachi Energy uses digital and automated tools, including Al-supported solutions, to assist with activities such as application screening, job matching, and interview scheduling. These tools are designed to support our recruiters and do not replace human decision-making. Candidate data is processed in accordance with applicable data protection and employment laws as well as Hitachi's Global Data Privacy Notice. Background Screening and Security Checks As part of the hiring process, Hitachi Energy conducts pre-employment background checks that may include verification of employment history, education, criminal records, and other relevant information, in accordance with applicable laws. For certain roles—particularly those involving access to sensitive information, financial responsibilities, client data, regulated environments, or security-sensitive functions—additional or more comprehensive background or security screenings may be required. These may include, but are not limited to, enhanced criminal history checks, credit history reviews (where legally permissible), sanctions screening, or other due diligence measures aligned with the responsibilities of the position. The scope and depth of any background or security review will be determined based on the nature of the role and business necessity, and will always be conducted in compliance with applicable federal, state, and local laws. Candidates will be notified and, where required, asked to provide consent prior to the initiation of any such checks.