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TALENT MANAGEMENT

Materion employees are located throughout the world. We have the right people in place to operate our business successfully and we ensure staffing levels align with the needs of the business. At the end of 2020, we employed approximately 3,072 people globally. Approximately 21% are in the Asia–Pacific region, 14% are in Europe, and 65% are in North America. 73% are employed in manufacturing. Our strong employee base, along with a commitment to customer service excellence and uncompromising values, provide the foundation for our Company’s success.

Our employees are responsible for upholding our core values which include working safely and collaboratively, conducting all aspects of business with the highest standards of ethics and integrity, leveraging processes and data to drive continuous improvement, empowering individuals and teams, embracing change, attracting and developing diverse global talent, and partnering for the betterment of the communities where we live and operate.

Reporting to the CEO, Materion’s Chief Human Resource Officer (CHRO) is responsible for overseeing our programs that support attraction, development and retention of employees and that enable managers to drive performance and support employee development. The CHRO provides regular updates to the Board of Directors. The Vice President, Talent & Corporate Human Resources is responsible for developing and executing our talent strategies.

ATTRACTING, RETAINING AND DEVELOPING A DIVERSE 21ST CENTURY WORKFORCE

Over the last two years, Materion has invested in an enterprise-wide, world-class Human Capital Management technology platform to support the growth of our business and to provide managers and employees with improved tools for hiring, developing and retaining a global workforce to drive company performance. As part of the transformation initiative, many Human Capital Management practices have been streamlined and standardized.

Talent Attraction

To improve the efficiency and effectiveness with which we recruit top talent, we have created a centralized in-house Talent Acquisition team, and over the past two years, we have continued to strengthen recruiting capabilities. An important part of our talent management strategy is building an early career pipeline and in 2020, we launched a Campus Recruiting program to attract early career talent. In 2021, we will expand our Campus reach, and with a global technology platform in place, we will be taking steps to create an employee value proposition that attracts talent across our global markets.

Talent Retention & Development

Materion operates in a highly competitive labor market and requires a broad range of technical and leadership skills in a variety of areas. To attract and retain talent, we offer a comprehensive set of benefits that includes healthcare, disability, retirement, business travel accident insurance, life and accident insurance, medical travel insurance, holiday and leave entitlement, tuition assistance, and access to retiree medical coverage. In 2020, we also enhanced our dental, vision, critical illness and accident coverages and established a Paid Time Off (PTO) plan.

We are fully committed to identifying and developing the talents of our current leaders, our next generation of leaders, and our early career Campus hires for whom we have rotational programs established.



We support the development of our employees in a variety of ways:

  • Feedback and career discussions with managers and mentors
  • Rotations and stretch assignments – including expatriate assignments
  • Targeting training, including leadership development programs, coaching, technical training and conferences
  • Apprenticeships programs - which we are currently expanding

Materion also participates in the Manufacturing Institute’s STEP Ahead Awards, which recognizes women in science, technology, engineering and production careers who exemplify leadership within their companies.

In addition, we provide professional development training for our female leaders in partnership with the PRADCO organization.

Leadership Model

In 2020, to develop a common language around performance and clarify what successful performance looks like at Materion, we introduced a set of ten leadership competencies modeled around Leading the Business, Leading Others, and Leading Yourself. We followed up with a set of professional competencies that are aligned to them, resulting in 100% of our salaried workforce now focused on a common performance language - from executives to front-line supervisors. We have now integrated the competencies into our recruiting and performance management practices and will also be integrating them into our employee development practices.

Talent Reviews and Succession Planning

Materion conducts annual organization, talent and succession planning reviews with our CEO and our business unit and functional leaders, utilizing a robust set of tools and criteria including performance calibration, to evaluate and monitor our leadership bench, talent pipeline, and future successors for key senior leadership roles.

We have full confidence in the Company’s senior leadership team to effectively support and activate our Human Capital Management strategies in support of the Company’s global business priorities and growth objectives.

Our focus continues to be on the recruitment of diverse candidates as well as the development of our internal cadres of diverse leaders so they can advance their careers and move into leadership positions throughout the Company.