Succession Planning and Family Pacts: the HR direction of generational transition
June 5, 2026
June 9, 2026
Beyond Compliance: Pay Transparency as a Strategic Lever HR - The Quiris Holding Case
the introduction of the EU Directive 970/23 on pay transparency, companies are called upon to rethink not only their wage policies, but their entire people management model.
This will be discussed during the’HR Innovation Talk 2026, scheduled on 26 June 2026 (12:00 - 13:00, online), with an in-depth look at the case Quiris Holding, winner of the HR Innovation Awards, together with Filippo Cannavò (Head HRO Service & Training of Alveria) and Andrea Ferrante (CRO of Quiris Holding).
For some organisations, it is a regulatory obligation. For others, more advanced ones, it is already a lever for organisational, cultural and technological change.
From regulatory constraint to transformation HR
The experience of Quiris Holding shows how regulation can become an accelerator of organisational maturity. The company faced a period of growth and increasing internal complexity, together with the need to ensure greater fairness and transparency in its remuneration processes.
This gave rise to a structured HR transformation pathway, with three main objectives:
- make pay systems fairer and more consistent
- reduce mismatches between business units
- strengthen a HR data-driven approach
The turning point was the transition from a traditional model to a system based on objective role evaluation criteria and the structured use of data.
The “Beyond Pay Transparency” project”
Developed together with Alveria, the project consists of two phases.
The first is the mapping of roles and the construction of equal value clusters, based on competencies, responsibilities, efforts and working conditions. This made it possible to obtain a more objective representation of the organisation and to activate continuous monitoring of the gender pay gap.
The second phase evolves towards a more integrated talent management model, where KSA (Knowledge, Skills, Abilities) logic guides the development of competencies, the construction of customised growth paths and the integration of performance and remuneration systems.
Pay transparency as a strategic lever for HR
The Quiris Holding case highlights how pay transparency can become much more than regulatory compliance: a lever to rethink the role of HR as a strategic and data-driven function.
During the HR Innovation Talk, approaches, tools and concrete cases will be explored, with a focus on:
- implementation of pay transparency from a strategic perspective
- construction of a HR model based on the data
- organisational and cultural change management
- main errors and critical success factors
An appointment for HR Director and CHRO who want to transform a regulatory obligation into a concrete opportunity for organisational evolution and strengthening of the strategic role of the HR function. Sign up here.
CONSULTANCY, TRAINING, HR DIGITALIZATION AND CORPORATE SOLUTIONS, DISCOVER THE ALVERIA METHOD. GET READY FOR CHANGE.
La pay transparency is becoming one of the most relevant drivers for the transformation of HR functions in Europe. With the introduction of the EU Directive 970/23 on pay transparency, companies are called upon to rethink not only their wage policies, but their entire people management model.
This will be discussed during the’HR Innovation Talk 2026, scheduled on 26 June 2026 (12:00 - 13:00, online), with an in-depth look at the case Quiris Holding, winner of the HR Innovation Awards, together with Filippo Cannavò (Head HRO Service & Training of Alveria) and Andrea Ferrante (CRO of Quiris Holding).
For some organisations, it is a regulatory obligation. For others, more advanced ones, it is already a lever for organisational, cultural and technological change.
From regulatory constraint to transformation HR
The experience of Quiris Holding shows how regulation can become an accelerator of organisational maturity. The company faced a period of growth and increasing internal complexity, together with the need to ensure greater fairness and transparency in its remuneration processes.
This gave rise to a structured HR transformation pathway, with three main objectives:
- make pay systems fairer and more consistent
- reduce mismatches between business units
- strengthen a HR data-driven approach
The turning point was the transition from a traditional model to a system based on objective role evaluation criteria and the structured use of data.
The “Beyond Pay Transparency” project”
Developed together with Alveria, the project consists of two phases.
The first is the mapping of roles and the construction of equal value clusters, based on competencies, responsibilities, efforts and working conditions. This made it possible to obtain a more objective representation of the organisation and to activate continuous monitoring of the gender pay gap.
The second phase evolves towards a more integrated talent management model, where KSA (Knowledge, Skills, Abilities) logic guides the development of competencies, the construction of customised growth paths and the integration of performance and remuneration systems.
Pay transparency as a strategic lever for HR
The Quiris Holding case highlights how pay transparency can become much more than regulatory compliance: a lever to rethink the role of HR as a strategic and data-driven function.
During the HR Innovation Talk, approaches, tools and concrete cases will be explored, with a focus on:
- implementation of pay transparency from a strategic perspective
- construction of a HR model based on the data
- organisational and cultural change management
- main errors and critical success factors
An appointment for HR Director and CHRO who want to transform a regulatory obligation into a concrete opportunity for organisational evolution and strengthening of the strategic role of the HR function. Sign up here.