HR Manager

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.
- 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**
- 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