Ilaria D'onofrio

I am a Talent Strategy and Organizational Design advisor with international experience helping companies build the teams and operating models needed to scale across markets. Over the past 14+ years, I have worked across Europe, the Middle East and North America, partnering with global organizations and fast-growing businesses to design people strategies that support business transformation and expansion. Before founding ID Talent & Beyond, I held senior HR and Talent roles including HR Director for International Markets, where I led the HR strategy across several European countries and partnered closely with executive leadership to support growth, build leadership capability and strengthen organizational performance. Earlier in my career, I worked with global organizations such as The Walt Disney Company, managing large-scale talent acquisition strategies and leading teams responsible for more than 1,000 hires per year. Today, I work with companies as a strategic partner on topics including: - Aligning talent capabilities with business growth and future needs - Organizational Design - Designing structures, roles and governance models that enable performance and scalability. - Leadership & Talent Development - Talent Mapping & Executive Hiring - Identifying and attracting critical talent across international markets - HR & Talent Acquisition Strategy - Building scalable hiring models and strengthening employer positioning - Supporting leaders and teams to grow, perform and adapt to change I believe that scaling successful organizations requires more than hiring talent, it requires a clear strategy and vision, the right structure and capabilities and leadership to support growth. More about ID Talent & Beyond https://ilariaidtalent.wixsite.com/idtalentandbeyond

- Management of a cross-functional team of HRBPs/Recruiters across France, Spain, Italy and Germany - Strategic advisor to senior stakeholders and country leaders to support markets growth and strengthen the Company position internationally - Directly reporting to the Chief People Officer (Executive Committee) in France and most senior HR point of contact for the international teams and leaders - Overseeing full HR scope for Spain, Italy and Germany (TA, employee relations, payroll, administration, L&D, talent development and communications with Unions) - Offering guidance to leadership on HR matters, employer branding, talent retention strategies, Organizational Design, compensation & benefits - Overseeing Talent Acquisition/HR budget planning, execution, and the function's KPIs - Collaborating with broader HR teams as a key partner in strategic projects related to learning and development, diversity & inclusion, change management and employee’s engagement initiatives (supported in maintaining at least 85% employees' satisfaction) - Shaping the department's strategy based on business plans to align with the company’s growth and objectives (delivered circa 20% of women hires in tech, maintained recruitment turnaround within agreed KPIs at all levels) - Making data-driven decisions by leveraging reports and data analysis tools to extract actionable insights - Leading EVP initiatives and overseeing the Employer Branding strategy to position SantéVet as employer of choice - Key partner for new offices opening and European expansion by providing insight on labor law, admin, HR and talent mapping

Managed the HR and recruitment activities for Disneyland Paris support functions (HR, Marketing, IT, Digital, Finance, HR to name a few) and Facilities Operations (maintenance, engineering etc.) Reported to Senior Manager TA and dotted line to the Director of TA, Talent Management and D&I My responsibilities included but were not limited to: - Define the recruitment strategy for my areas of responsibility (circa 1100 hires per year pre Covid) - Managing a team of up to 16 TA partners - Acting as a strategic business partner to senior stakeholder and leadership team - Participating in the discussions with Unions in collaboration with the HR and Employee Relations teams - Providing insights and data to educate managers on market, profiles and recruitment activities - Making sure the team provided a seamless experience for our candidates and internal partners - Instilling and maintaining a 'sourcing' culture for critical and 'hard to fill' roles empowering the internal TA team (down from 13%+ at only 5% agency usage) - Focusing on team development and made sure they had the right tools to succeed (led roll out of recruitment, sourcing and employer branding trainings)

Onsite TA & HR Account Manager dedicated to BNP Paribas. (RPO) I was reporting directly to the Director, Client Delivery with dotted line to CHRO and COO of BNP Paribas My responsibilities included but were not limited to: - Leading a team of 4 recruiters and 2 coordinators in providing Talent Acquisition support to our client and delivering the best Talent based on their goals and business plan - Acting as the primary point of contact between BNP Paribas' key stakeholders and Randstad Sourceright, ensuring HR strategy alignment with the client - Providing coaching and mentorship to the team to ensure a smooth recruitment process in line with client expectations - Driving team performance through regular meetings, coaching, and performance feedback to ensure qualitative and quantitative KPIs and SLAs were met - Engaging in strategic transformation discussions with the leadership team to create and deliver the HR and talent plans accordingly - Reviewing and adjusting team objectives to make sure they delivered accurate data to our stakeholders. (maintained data accuracy ratio above 95%) - Monitoring candidates’ and client’s satisfaction through regular surveys and implementing action plans to address key pain points (client satisfaction went from less than 80% to 94%, candidates' above 90%)

As Senior People Partner, I was managing the recruitment and talent management activities for Lifestyle, Luxury and Department Stores Divisions in UAE and GCC. This was the biggest portfolio in Al Tayer Retail and includes brand such as GAP, Banana Republic, Armani, Dolce & Gabbana, Balenciaga, Bloomingdales and Harvey Nichols.(circa 1200 recruitments per year) - Reporting to the Regional Senior Manager, TA, I oversaw setting up and roll out the resourcing strategy looking at present and future expansion plans, new stores openings/additional HC requirements. - Acting as a point of contact for senior leaders and SVP of the department - End to end Talent mapping/selection process for Internal candidates to provide them with the most relevant career opportunities within the Organization (internal promotion reached +25%) - Managing the Recruitment Marketing Campaigns based on department expansion calendar - Managing the coordination of recruitment trips and selection process for overseas candidates where applicable - Coaching, mentoring and developing the Talent Acquisition Executive and coordinators - Providing the best support to our internal and external stakeholders to meet business goals and plans - Designing and running Talent assessment centers for internal and external candidates and psychometric test with the support of an external consultant

M.H. Alshaya is a leading international franchise operator for over 70 of the world’s most recognised retail brands including Mothercare, H&M, Debenhams, American Eagle Outfitters, Harvey Nichols, Boots, Starbucks, The Cheesecake Factory, Vision Express, M.A.C, Victoria’s Secret, Pottery Barn and Office Depot. The company operates more than 2,400 stores across 7 divisions: Fashion & Footwear, Food, Health & Beauty, Optics, Pharmacy, Home Furnishings and Office Supplies. Regional Assistant HR Manager for the Retail and Food Division in the GCC including Kuwait, UAE, KSA, Bahrain, Qatar. My main responsibilities included but were not limited to: - Leading and mentoring a team of 3 recruiters, 1 HR coordinator, and 1 HR administrator, ensuring optimal performance and development - Driving recruitment for strategic Head Office roles using Competency-Based Interviews and assessments to ensure the selection of top talent - Collaborating with the Resourcing Director and Managers to implement and execute the annual HR & Recruitment strategy - Identifying training and development needs for employees by partnering closely with Operations, HR, and Learning & Development teams - Acting as a 'Role Model' by educating leaders on HR best practices, company policies, and procedures to foster a positive organizational culture

• Assistant Manager of a 22 sales team members • In charge of the team schedules • Preparation and follow up on the PNL ( circa 1.100.000 euro/year) and follow up of the store visual and quality standards • Monitoring of the customer satisfaction and complaints (94% customer satisfaction score) • Team Evaluations in collaboration with the Store Manager • Organization and follow up of the Store Inventory checks