RADICAL HR X peroni
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From operational complexity to organizational clarity:
Job Architecture as a performance enabler
Industry
Food & Beverage
K-WORDS
Job Architecture
Operations
Roles & Responsibilities
Change Management
BUSINESS NEEDS
The project stems from Birra Peroni’s need to strengthen the operational effectiveness of its production plants in a context characterized by high organizational complexity, differences between sites, and increasing pressure on performance and production continuity.
Over time, the evolution of the operating model has led to overlapping roles, responsibilities that are not always clearly defined, and ways of working that are not always consistent across the plants. In particular, the need emerged to clarify the scope of action and the expected contribution of the key roles in the new line management model, in order to ensure greater operational autonomy, faster decision-making, and more effective collaboration between Production and Maintenance.
This need gave rise to the project developed with Radical HR, with the aim of building a solid, practical, and adaptable Job Architecture capable of:
making roles and boundaries of responsibility clear,
reducing operational ambiguities,
enabling smoother management of stoppages and line priorities,
creating the foundation for future skills development and growth paths.
The project actively involved plant employees in a process of listening and co-design, to ensure that the model was rooted in day-to-day operational reality.
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DESIGN
The process was structured into 4 key phases, designed to guide the organization from analysis to building a shared model ready for adoption:
As-Is Analysis & Operational Insights
Qualitative analysis of the plants through interviews, observations, and collection of operational evidence to understand:
performed roles vs formal roles,
main points of friction,
differences between plants,
critical issues in managing stoppages and escalations.
Co-design
Collaborative workshops with mixed working groups (Production and Maintenance) to:
map activities and responsibilities across the different operational levels;
compare existing practices;
build a shared and sustainable TO BE vision.
Construction of the Job Architecture
Translation of the co-design outputs into a structured model that includes:
job descriptions for each key role;
activity sheets & operational responsibilities;
relationship maps between roles;
functional organizational charts.
Deep Dive Skills & Picture of Success
A further level of analysis:
identification of skills gaps in key roles;
definition of the path to achieving the TO BE for each role;
initial operational guidelines to support people’s development over time.
Numbers and results
THE IMPACT OF THE JOB ARCHITECTURE PROJECT
The project laid the foundations for:
greater organizational clarity;
reduced operational ambiguity;
greater autonomy for operators;
more effective use of coordinators' time;
a more structured and sustainable HR governance over time.
RADICAL HR: WE MAKE TRANSFORMATION HAPPEN
At Radical HR, we support organizations in moving from defining models to their actual adoption in the field.
Through co-design tools, operational methodologies, and a strong focus on people, we help companies like Birra Peroni transform organizational complexity into clarity, accountability, and sustainable performance.
26+
key roles
3
plants involved in the analysis and co-design process.
270
Affected people
