Alberto Venturini

HR Compliance Supervision

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Alberto Venturini | The value of human resources
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HR Supervision | Compliance & Sensitive Decisions

The riskiest HR decisions can’t be improvised.

Dismissals, disciplinary disputes, regulatory compliance, controversies. Every wrong choice has a cost that goes well beyond the payslip.

“The cost of a wrong HR decision is never just financial. It’s reputational, it’s climate, it’s time | and it often arrives months after the mistake was made.”

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Verified complianceEmployment law, contracts, obligations
Free first call30 min to assess the risk
27+ yearsOf operational HR and employment law
The problem

Do you recognise yourself in these scenarios?

01

“You need to manage a dismissal but aren’t clear on the correct procedure”

A poorly managed dismissal exposes the company to legal challenges and costs that can be 10 times the initial cost. Procedure matters as much as substance.

02

“You have a problematic employee but every intervention seems to make things worse”

Without a structured plan, disciplinary situations deteriorate. The climate worsens, the team loses confidence and the problem becomes systemic.

03

“You don’t know whether your company is exposed to HR non-compliance risks”

GDPR, collective agreements, training obligations, overtime management: employment law changes continuously. Not keeping up means silently accumulating risk.

The solution

Operational supervision on every critical HR decision

Not generic consulting: direct support in the highest-risk situations. From case analysis to final communication, with a method that minimises exposure and maximises effectiveness.

  • Analysis of disciplinary situations in progress or being opened
  • Supervision on dismissal procedures (individual and collective)
  • HR regulatory compliance verification: collective agreements, GDPR, safety
  • Support in managing controversies and pre-litigation
  • Support in communicating with the employee
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27+years of operational HR management on SMEs
<3%average dispute rate in cases followed
90’for the first case assessment
How I work

The supervision process

01

Case analysis

Collection of all relevant documentation. Timeline of events, contracts, previous communications. No detail is overlooked.

02

Risk assessment

Mapping of possible legal and reputational exposures. Identification of available options with their respective impacts.

03

Action plan

Definition of the sequence of actions to take: timing, forms of communication, documentation to produce.

04

Support

Presence at critical stages: disciplinary meetings, formal communications, union meetings. Never alone at the moments that count.

Free resource

Discover your company’s HR risk level

A quick check-up to understand how exposed your company is to operational, regulatory and personnel management risks. Free, immediate, personalised.

Take the check-up →
What the check-up evaluates
  • Selection and onboarding processes
  • Performance and disciplinary systems
  • Regulatory compliance and documentation
  • Turnover risk and organisational climate
  • Role structure and responsibilities
Related services

Complete your HR supervision

HR Supervision

HR Supervision for Founders & CEOs

The most difficult people decisions require an external advisor. Discover how I work with entrepreneurs and CEOs.

Discover → Selection

Talent Acquisition Supervision

Selection also hides legal and operational risks. Support from profile analysis to the final decision.

Discover → Diagnostics

HR Assessment

Don’t know exactly where your HR risks are? The structured assessment maps them in 90 minutes.

Discover →
Start now

Have an HR situation
that requires immediate attention?

Don’t wait for a small problem to become big. The first assessment is free and confidential.

Request supervision → Response within 24 hours. Confidentiality guaranteed.
Frequently asked questions

FAQ

Operational HR supervision is professional support on all critical people decisions: from opening disciplinary proceedings to managing dismissals, from regulatory compliance to resolving controversies. It doesn’t replace internal HR, but ensures the riskiest choices are made with method and coverage.
A safe dismissal requires: adequate documentation of the behaviour or situation, compliance with the procedure required by the applicable collective agreement, correct written communication and, in more delicate cases, prior verification of litigation risk. Every skipped step is a potential additional cost. HR supervision accompanies the company through every stage, from initial assessment to final communication.
The direct cost (litigation, compensation, lawyers) is only the visible part. The real cost includes: deterioration of organisational climate, loss of team confidence, management time spent handling the crisis and reputational damage. Estimates suggest a poorly managed labour dispute costs on average 3–8 times the annual salary of the person involved.
It includes analysis of the specific case, assessment of legal and reputational risk, definition of the action plan, preparation of the necessary documentation and support during communication with the employee. The service can be activated both preventively and when the situation is already critical.
The cost depends on the complexity of the situation and the frequency of intervention. For single sessions, there is an hourly rate; for ongoing support, a monthly package is defined based on needs. The starting point is always a free 90-minute intake session to assess the scope of collaboration together.
The right time is before the situation becomes critical. Typical cases: assessment of a dismissal, ongoing disciplinary dispute, team tension, or a delicate HR decision to structure before communicating. Intervening preventively reduces risk and the cost of error.
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