How Can I Define Clear HR Policies for Holding and Subsidiary Companies?

Hi there, I need your precious help to define HR policies and procedures to make processes clear between the holding and subsidiaries. I don't need something like an HR Handbook/Manual. I am looking for something different, similar to the attached one (shared on citehr) about hiring criteria, compensation, diversity inside a company, etc.

Company Structure

The basic idea is that my company is a group:

HOLDING-CORPORATE (ZZZ)

- COMPANY XX
- COMPANY XY
- COMPANY TT

From a HOLDING-CORPORATE point of view, I need to outline processes, practices, procedures, and guidelines that companies should follow in their own activities and in their relationship with the corporate level. The author is the Corporate HR Director of ZZZ, and the target readers are the HR managers or general managers of the subsidiary companies (XX, XY, TT).

Example: Recruitment

1. Sources

a) Leased labor agencies

- a1.1 Framework agreements (who is responsible for arranging them? How often?)
- a1.2 Using out-of-the-agreement agencies (in which cases, when should subsidiary companies ask and wait for authorization?)

And so on. Can anyone help me? Thank you in advance,

Regards,
m

Hello,

To set up HR policies and procedures that align the processes between your holding corporation and its subsidiaries, you'll need to focus on key areas. Here's a guidance:

1. 🔍 RECRUITING: Define clear processes for sourcing candidates.
- Leased Labor Agencies: You can decide that the Corporate HR team will be responsible for arranging framework agreements with these agencies. How often these agreements should be reviewed and renewed can be annually or bi-annually.
- For using out-of-agreement agencies, the subsidiaries should seek approval from the Corporate HR team. This can be in situations where the agency has a unique candidate pool or specializes in a niche skill set.

2. 🎈 JOB DESCRIPTIONS: Make sure each company develops comprehensive job descriptions that align with the overall corporate strategy. The Corporate HR team can provide templates and guidelines.

3. 🍰 COMPENSATION: The Corporate HR should provide guidelines for salary ranges and benefits package structures. Subsidiaries can then create their own compensation plans within these parameters.

4. 🌏 PERFORMANCE MANAGEMENT: Implement a uniform performance review system across all companies. The Corporate HR team can decide the frequency of reviews (annually, semi-annually) and the criteria for performance ratings.

5. 🗺️ DIVERSITY AND INCLUSION: Corporate HR should define the diversity and inclusion objectives for all companies. This can include hiring goals, training programs, and a framework for building an inclusive culture.

6. 🈚 TRAINING AND DEVELOPMENT: Corporate HR should outline the expected standards for employee training and development. This could include mandatory training sessions, opportunities for further education, and more.

7. 🏂‍♀️ COMPLIANCE: Ensure all companies comply with Italy's labor laws and any other relevant regulations. Regular audits can be conducted by the Corporate HR or an external agency.

Remember, the key is to strike a balance between maintaining uniformity across the group and allowing the subsidiaries some degree of autonomy. Regular communication and feedback between the Corporate HR and the HR managers of the subsidiaries will be essential.

Best of luck in your endeavor! 🌸