Human Resources Business Partner

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    "datePosted": "2024-06-06T20:30:39.574Z",
    "description": "<h2>Overview</h2>\n<p><strong>Morgan Advanced Materials</strong> is a business rich in history and innovation. Founded in the UK in 1856, we have grown into a global organization with 70 sites in 18 countries. Our model to serve our customers where they need us has led to a diversified product range using our unparalleled expertise in ceramic and carbon materials, which we exploit to solve difficult problems for our customers across a diverse range of markets.</p>\n<p> </p>\n<p>We are a purpose driven organization. Our purpose is to use advanced materials to make the world more sustainable and to improve the quality of life. We deliver on that purpose through the products that we make, and the way that we make them.</p>\n<p> </p>\n<p>The <strong>Thermal Ceramics</strong> division designs, manufactures and installs a broad range of thermal insulation products that significantly reduce energy consumption and emissions in a variety of high temperature processing applications. Our product offering is extensive and covers application needs from Industrial to Commercial markets.</p>\n<p> </p>\n<p> <strong>Key Figures:</strong> Revenue £1,112m (2022), ~8,500 employees, manufacturing in 30+ countries, and a global customer portfolio. A UK PLC with head office located in Windsor, Berkshire UK.  Listed on London Stock Exchange; Member of the FTSE 250 Index.</p>\n<p> </p>\n<p></p>\n<h2>Responsibilities</h2>If you’re the kind of HR professional who likes being close to the action—not just pushing paperwork—this could be your role.We’re a growing, profitable manufacturing business, and HR plays a real part in how people experience work here. We’re looking for a Human Resources Business Partner who’ll be an advocate for employees, a trusted partner to leaders, and someone who genuinely cares about getting the basics right (and then improving them).\n<h3>The role</h3>You’ll be the day‑to‑day HR backbone of the site. That means recruiting production employees, supporting managers, keeping us compliant, and helping create an employee experience that people actually feel—not just one that lives in a policy document.You’ll split your time between the office and the production floor, working closely with operations and the wider HR team.\n<h3>What you’ll be doing</h3>\n<ul>\n <li>Run end‑to‑end recruiting and onboarding for production roles, including temporary staffing</li>\n <li>Partner with hiring managers to understand what “good” really looks like for each role</li>\n <li>Coordinate background checks and employment eligibility verification</li>\n <li>Support benefits administration, time & attendance, payroll, and HRIS systems</li>\n <li>Track and document training, certifications, and compliance requirements</li>\n <li>Handle employee relations matters—questions, investigations, disciplinary meetings, and terminations (the professional way)</li>\n <li>Support performance management, engagement initiatives, and employee events</li>\n <li>Keep policies and practices aligned with federal, state, and local employment laws</li>\n <li>Spend time on the production floor, building relationships and understanding how work really gets done</li>\n</ul>\n<h2>Qualifications</h2>\n<ul>\n <li><h3>What you’ll bring</h3>\n  <ul>\n   <li>Around 3 years of hands‑on HR experience</li>\n   <li>Solid working knowledge of U.S. employment and benefits laws</li>\n   <li>Experience supporting HR programs across employee relations, benefits, performance, and training</li>\n   <li>Strong written and verbal communication skills—you can explain things clearly and calmly</li>\n   <li>Great attention to detail (because details matter in HR)</li>\n   <li>Confidence to work independently, make sound judgments, and still be a strong team player</li>\n   <li>Comfort with Office 365, HRIS platforms, reporting, and basic data analysis</li>\n   <li>Authorization to work in the U.S.</li>\n  </ul><h3>Nice to have</h3>\n  <ul>\n   <li>HR experience in a manufacturing environment</li>\n   <li>SHRM‑CP certification</li>\n   <li>A practical understanding of HR best practices—not just theory</li>\n  </ul><h3>What you’ll get</h3>\n  <ul>\n   <li>Monday–Friday schedule, 8 hours per day (with overtime as needed)</li>\n   <li>A fully onsite role with real visibility and impact</li>\n   <li>A stable, growing business that values HR as a partner—not an afterthought</li>\n   <li>The chance to grow your HR career while working with a diverse, down‑to‑earth team</li>\n  </ul>You should know: this role involves time on the production floor, PPE when required, and working in a manufacturing environment that can get loud and hot at times. It’s real work, in a real setting—and that’s part of the appeal.</li>\n</ul>\n<p> </p>\n<p><strong>Morgan Advanced Materials is an EEO/AA/M/W/D/V Employer Ind-1</strong></p>",
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    "responsibilities": "If you’re the kind of HR professional who likes being close to the action—not just pushing paperwork—this could be your role.\r\n\r\nWe’re a growing, profitable manufacturing business, and HR plays a real part in how people experience work here. We’re looking for a Human Resources Business Partner who’ll be an advocate for employees, a trusted partner to leaders, and someone who genuinely cares about getting the basics right (and then improving them).The roleYou’ll be the day‑to‑day HR backbone of the site. That means recruiting production employees, supporting managers, keeping us compliant, and helping create an employee experience that people actually feel—not just one that lives in a policy document.\r\n\r\nYou’ll split your time between the office and the production floor, working closely with operations and the wider HR team.What you’ll be doing\r\n- Run end‑to‑end recruiting and onboarding for production roles, including temporary staffing\r\n- Partner with hiring managers to understand what “good” really looks like for each role\r\n- Coordinate background checks and employment eligibility verification\r\n- Support benefits administration, time & attendance, payroll, and HRIS systems\r\n- Track and document training, certifications, and compliance requirements\r\n- Handle employee relations matters—questions, investigations, disciplinary meetings, and terminations (the professional way)\r\n- Support performance management, engagement initiatives, and employee events\r\n- Keep policies and practices aligned with federal, state, and local employment laws\r\n- Spend time on the production floor, building relationships and understanding how work really gets done",
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