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Job Description
Overview:
Morgan Advanced Materials is a world leader in advanced materials science and engineering of ceramics, carbon and composites. We operate in a series of well-defined markets where our applications expertise offers our customers a valuable differentiator, engineering high-specification materials, components and sub-assembly parts that solve their challenging technical problems.
The Electrical Carbon Business of Morgan Advanced Materials designs and manufactures a broad range of high performance solutions for rotary transfer systems, linear transfer systems and electrical carbon systems.
Group Key Figures: Revenue £950m (2021), 7,500 employees, manufacturing in 30+ countries, and customers in 100+ countries. A UK PLC with head office located in Windsor, Berkshire UK. Listed on London Stock Exchange; Member of the FTSE 250 Index.
Responsibilities:
Job Purpose:
The Human Resource Generalist will run the daily functions of the site’s Human Resource department including ethics and compliance, hiring and interviewing, administering pay, benefits, and leave, and enforcing company policies and practices.
The Human Resource Generalist is part of the global Operations and Supply Chain organization for the Electrical carbon Global Business Unit, reporting into the Global HR Director, Operations and Supply Chain. This role will require cross functional 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 for their facility.
Essential Functions:
Strategy
Support the Business Strategy planning for our organization.
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 operating 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 organization to implement effective learning and development solutions to improve the health and safety of our employees.
Ensure all HR processes have a strong integration of Health and Safety.
Support the ThinkGreen initiative.
Ethics
Formally act in the role of the site’s Ethics and Compliance Officer.
Ensure Speak Up framework is maintained, and all employees and new hires are appropriately trained. Ensure Speak Up is integrated in our formal Communications Plan.
Support completion of quarterly compliance trainings.
Act as a role model for the organization when it comes to Integrity.
In case of employee complaints ensure a thorough, reliable, and confidential investigation process is followed.
Resourcing
Ensure proper approval process has been followed prior to recruiting efforts; assist with the recruitment, screening, interviewing, and hiring of new employees; collaborate with departmental managers to understand skills and competencies required for openings.
Acquire and schedule pre-employment requirements.
Coordinate and perform new hire orientation and on-boarding activities; ensure ongoing compliance with standards.
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 support in establishing and operating shopfloor competency development programs.
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.
Controlling & Governance
Ensure our facility is in complete compliance with the SoA. Provide support when facility is reviewed by 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.
Ensure compliance with HR laws and regulations such as OSHA, FLSA, ADA, and FMLA to alleviate risk.
Maintain records, reports, and logs to conform to EEO regulations; provide necessary information during annual audits.
Establish and maintain employee documents and records in accordance with HR, federal and state law.
Provide guidance on Workers’ Compensation; ensure timely reporting, handling, and follow-up on any work-related injuries.
Ensure all employees’ information, in both paper and electronic format, is accurate, continuously updated, and aligned with Company policies.
Operate the following systems with complete compliance:
iCIMS – All vacancies must be approved via this system.
MEIS – Maintain 100% data integrity of site’s population in the system.
AD – Maintain site’s AD population.
PMS – Ensure 100% integrity with MEIS.
ADP- Support payroll process and systems.
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.
Assist employees during Open Enrollment and with Wellness activities.
Employee Engagement and Wellbeing
Engagement
Coordinate and support engagement related activities, survey completions, result analytics and communications.
Initiate and deliver engagement improving activities, organisational development initiatives.
In collaboration with internal teams, improve communication processes and recognition programs.
Personal Leadership
Coach team members to enhance their performance and support their development.
Employee Relations
Provide support and guidance on absence management, disciplinary and grievance issues.
Act as key point of contact for employee compensation, information, benefits, and leaves of absence
The above is not intended to be an exhaustive list of all duties and responsibilities required. Other duties may be assigned.
Key Performance metrics and objectives:
EHS metrics, such as VSL Hours, LTAs, near misses
Engagement scores
Ethics and Compliance metrics, such as training completions
Compensation and Benefits metrics, such as average comp-ratios
Resourcing metrics, such Attrition rate %, time to hire, cost to hire.
Qualifications:
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 organization; 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.
Qualifications:
Degree in Human Resources, Business Administration or related field, with two+ years’ human resources experience, or five+ years’ experience in like position, preferably in a manufacturing environment
Strong written and verbal communications skills as well as exceptional relationship-building skills
Proficiency in MS Office (Word, PowerPoint, Excel, Outlook, Access)
Advanced English knowledge
Thorough knowledge of employment and HR law
Must be able to maintain employee confidentiality
Effective ability to work independently
Ability to handle multiple tasks concurrently
Excellent organizational and time management skills with a proven ability to meet deadlines
Requirements:
Ability to sit and work on a computer for the majority of an 8-hour workday
Regular talking and hearing
Occasional walking, reaching with hands and arms, stooping, kneeling, and crouching
Infrequent lifting and/or moving up to 10 pounds and occasionally up to 25 pounds
Close vision, distance vision, and ability to adjust focus
Individual must be a Person of the United States, or Permanent resident alien of the United States, or Protected individual as defined by 8 U.S.C.1324b(a)(3) (22 CFR 120.15.)
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