Elisabetta De Sandre

In addition to my tasks as Industrial HR Director, I am coordinating our international plants for all HR and
CSR aspects with active management involvement in shaping the company’s long-range vision and strategy
and aligning the people and organization to create long-term shareholder value. Business Partner approach.

• Development and maintenance of a performance management program and salary administration, including job descriptions, salary structure and salary increases
• Partner on key business issues, initiatives, and needs
• Management and coordination of HR policies
• Staff mapping and evaluation (Performance Appraisal, 360, MBO)
• C&B Directorate (remuneration surveys, budget, labor costs and payroll)
• Management of industrial relations and litigations
• Opening/Closing of production’s plants
• Training and development
• Recruiting and selection for managerial positions
• Succession planning and 'Key Talent' employee retention initiatives
• Delivery of annual HR programs such as performance reviews, promotions, succession planning, and action plans resulting from employee and manager feedback
• Coordination of mobility in Italy and abroad
• Coordination of all LVMH’s projects across plants
• Employer branding and Internal Communication
• Planning and organization of promotional, business and HR events
• CSR Health & Safety and General Services

• Analysis and redesign of organizational structures with a view to change management and increasing competitiveness
• Job analysis, job description, career plans, development of a strategic recruitment plan
• HR business partner for retail supporting the openings and the daily management of the stores, creation of a retail school and an incentive plan
• Closing of production plants
• Implementation of the Performance Management System, mapping skills, design and implementation of training plans
• Management and coordination of HR policies
• Internal communication, intranet, employer branding and retention
• Planning and organization of promotional, business and HR events
• Compensation and benefits, staff budget, coordination of the personnel administration area, wage surveys, construction of an incentive pay structure
• Management of national and international trade union relations, collective and individual negotiations
• Health & Safety and General Services

• Development of a strategic recruitment and selection plan for resource and cost optimization, job analysis and job description; Hay’s method
• Design, planning and implementation of corporate training programs aligned with the objectives and strategy of the company
• Collaboration with functional management teams to assess ongoing and future training and development needs as well as effectiveness of established programs
• Implementation of individual performance evaluation process, retention and induction program; employer branding
• Management and review of the bonus/benefits program; drafting, evaluation and modification of bonus programs with the aim of keeping them in line with the market, competitive and challenging for both sales force and retail
• Head of HR management of stores and outlet properties: organization planning, recruitment, training, job rotations, contests
• Project management, CSR projects
• Health & Safety and General Services