Overview

At Morgan Advanced Materials, our rich history and dedication to innovation define who we are. Since our establishment in the UK in 1856, we have expanded globally, now operating across 70 sites in 18 countries. Our goal is to create a more sustainable world and enhance quality of life. We actively pursue this purpose through the development and production of advanced materials. 

Within our business unit, we specialise in innovating cutting-edge carbon, graphite, and carbide products that deliver outstanding performance. We use our expertise to tackle complex challenges across many diverse industries to provide effective solutions for our valued customers. 

Our products are shaping a better future; from enabling electric cars to charge faster and drive longer distances to maximising the operational efficiency of wind turbines. We are proud to help generate power for billions of people, deliver water to drought-stricken regions, improve the efficiency of industrial pumps, and protect lives both on the land and in the air. 

Responsibilities

Job Purpose:

The Human Resources Manager will work as part of the site leadership team to achieve the mission of our organisation. This position is responsible for leading, coordinating and improving our human resources activities on our site, including Strategic Planning, Resourcing, Learning and Development, Performance Management, Compensation and Benefits, HR Controlling and other functions to support the growth, profitability and cashflow of the business.

The Human Resources Manager is part of the site leadership team and the global Operations and Supply Chain organisation for the Performance Carbon Global Business Unit, reporting into the Global HR Manager, Operations and Supply Chain. This role will require strong cross functional and cross-site collaboration with Production, Supply Chain, Finance, Quality, Maintenance, EHS or Commercial functions and the other Morgan facilities in our GBU, our global HR community and external stakeholders. The postholder will create a collaborative, efficient and ambitious HR function and HR Strategy for their facility.

Essential Functions:

Strategy

• Support the Business Strategy planning for our organization.
• Create formal HR strategy for the facility.
• Facilitate the introduction and ongoing operation of the Playbook (goal deployment) process. Act as a strategic partner in coordinating the leadership team in this exercise. Ensure quarterly reviews take place.
• Facilitate organizational design activities to ensure our configuration is fit to deliver on the facility’s mission and targets.
• Ensure all roles have been properly designed with formal and up to date job descriptions in place.

EHS

• Champion a strong health and safety culture, by visual leadership, personal engagement, inclusion, and care.
• Commitment towards the application and compliance with the Morgan EHS systems and processes when planning, introducing or operation of all HR related functions and activities.
• Close collaboration with the EHS function through the work of EHS Committee, EHS Leadership Team, GEMBA walk activities.
• Support the ongoing operation of the ThinkSafe framework.
• Business partner with the EHS organisation to implement effective learning and development solutions to improve the health and safety of our employees, as well as employee engagement initiatives.
• Ensure all HR processes have a strong integration of Health and Safety
• Support the ThinkGreen initiative

Ethics

• Formally act in the role of Ethics and Compliance Officer.
• Ensure Speak Up (Integrity Line) framework is maintained. All employees and new hires are appropriately trained and Speak Up is integrated in our formal Communications Plan.
• Support completion of quarterly compliance trainings. Ensure proper embedding of learnings are achieved with our workforce.
• Act as a role model for the organisation when it comes to Integrity.
• In case of employee complaints ensure a thorough, reliable, and confidential investigation process is followed.

Resourcing

• Create a formal recruitment plan. Ensure deployment of modern recruitment communication and selection tools are applied. Establish strong candidate experience throughout the process. Ensure Group Standards, such as Licence to Recruit or Employer Branding materials are utilized in local recruitment efforts.
• Introduce standard, formal onboarding plan. Ensure ongoing compliance with standards.
• Carry out workforce planning exercise with close business partnering with the Finance and Operations functions. Provide ongoing inputs into the headcount forecasting and annual budgeting processes.
• Ensure the organization is operating at healthy attrition levels. Understand leave reasons and introduce mitigation plans if attrition is considered high.

Learning and Development

• Provide strategic supporting in establishing and operating shopfloor competency development programmes.
• Initiate, develop and deliver leadership development programmes.
• Follow formal Talent Review process to establish gap analysis between ideal standards established in the Organisational Design exercise and our current talent pool. Establish formal talent strategy to close the gap.
• Support formal Performance Management structure. Ensure mid-term and end-of-year discussions take place, and to a high standard, both on the shopfloor and in the indirect population.
• Leverage Morgan leadership development programmes, such as Elevate, Spark, Ignite and Catalyst as well as the Perception training platform.

Training

• • Partner with local leaders to identify training needs in accordance with legal requirements, site strategic goals and individual development plans.
  • Define site training plan and coordinate training execution.
  • Leverage local opportunities of training funding (e.g. State-funded trainings).

Controlling & Governance

• • Ensure our facility is in complete compliance with the Schedule of Authorities. Provide support when facility is reviewed under by our Internal Audit teams.
  • Ensure compliance with local legal requirements by studying existing and new legislation; anticipating legislation; ensuring adherence to requirements; advising management on needed actions.
  • Dedicate specific attention to ‘Right to Work’ checks to ensure all employees are legally permitted to work in their site’s location.

• Operate the following systems with complete compliance

• • iCIMS (Recruiting) – All vacancies must be approved via this system.
  • MEIS (HR IS) – Maintain 100% data integrity of site’s population in the system.
  • AD (IT Active Directory) – Maintain site’s AD population.
  • PMS (Performance Management System) – Ensure 100% data integrity with MEIS.
  • Payroll – Support payroll process and systems.
  • Ensure mandatory reporting/communications in compliance with local requirements and act as a point of contact with local authorities such as Labour Inspectorate, Social Security, and Employer Association.
  • Labour Cost flexibility – utilize labour flexibility tools available in country to support business productivity

Compensation and Benefits

• • Carry out Salary Benchmarking exercise for all roles in the facility.
  • Support annual Salary Reviews in complete compliance with our group standards and guidelines.
  • Administer bonus cycles, create, and distribute bonus target and achievement letters.
  • Introduce strategic, ‘self-funding’ incentive plans to increase engagement and improve performance.

 Employee Engagement and Wellbeing

• Engagement
  • Support engagement related activities, survey completions, result analytics and communications.
  • Initiate and deliver engagement improving activities, organisational development initiatives.
  • Create and operate a formal communications plan.
• Coach team members to enhance their performance and support their development.

Employee Relations

• • Manage site labour and employee relations together with Site Manager
  • Provide support and guidance on absence management, disciplinary and grievance issues.

The above is not intended to be an exhaustive list of all duties and responsibilities required. Other duties may be assigned.

Qualifications

Requirements:

• Degree in Human Resources Management, Economics, Business Administration or equivalent, or equivalent HR Managerial working experience.
• Progressive experience in Human Resources Management.
• Solid knowledge of Italy labour law
• Strong experience in Employee Relations & Labour negotiations
• Strong written and verbal communications skills as well as exceptional relationship-building skills.
• Proficiency in MS Office (Word, PowerPoint, Excel, Outlook, Access, Power BI); advanced proficiency in Excel preferred.
• Advanced English knowledge.
• Advanced knowledge of employment law.
• Must be able to maintain employee confidentiality

Soft Competencies:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• • Negotiating – Can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.
  • Business Acumen – Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organisation; knows the competition; is aware of how strategies and tactics work in the marketplace.
  • Hiring and Staffing – Has a nose for talent; hires the best people available from inside or outside; is not afraid of selecting strong people; assembles talented staffs.
  • Integrity and Trust – Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
  • Priority Setting – Spends his/her time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.

Morgan Advanced Materials is an EEO/AA/M/W/D/V Employer Ind-1