P&C Plant Senior Specialist

Job summary

The Deputy People & Culture Manager supports the execution of the P&C roadmap at the plant level, ensuring effective daily operations and compliance with labor laws. This role acts as a trusted advisor to management while fostering a safe, inclusive, and high-performance culture.

Job details

Who we are: Ferroglobe is one of the world’s leading suppliers of silicon metal, silicon-based and manganese-based specialty alloys and ferroalloys, serving a customer base across the globe in dynamic and fast-growing end markets, such as solar, automotive, consumer products, construction and energy. Learn more about our Transformation Story here: Who we are [https://youtu.be/06OlOQ7Klaw] The Deputy People & Culture (P&C) Manager will support the People & Culture (P&C) Manager in executing the People & Culture roadmap at the plant level. The role ensures effective day‑to‑day P&C operations, strong employee relations, compliance with Québec labor laws, and the deployment of initiatives that foster a safe, inclusive, and high‑performance culture aligned with business needs. This position requires a hands-on approach, and experience supporting both hourly and salaried teams in a manufacturing environment. Key Responsibilities People & Culture Strategy & Roadmap * Support the deployment of the People & Culture roadmap at plant level, covering culture, engagement, leadership, organizational capabilities, and compliance. * Translate business priorities into people initiatives that support operational performance and workforce sustainability. * Contribute to employee engagement and culture actions, ensuring alignment with corporate frameworks and local realities. P&C Operations & Compliance * Ensure smooth daily P&C operations, including employee relations, staffing coordination, performance management processes, and payroll interfaces. * Support compliance with Québec labour laws, collective agreements (where applicable), internal policies, and audit requirements. * Assist with disciplinary processes, investigations, and grievance handling, ensuring fairness, consistency, and documentation. Systems, Data & Processes * Support and optimize P&C systems and tools (e.g., Bob, payroll systems, time & attendance platforms). * Ensure data accuracy, system integrity, and timely reporting. * Promote user adoption and provide first‑level support to supervisors and employees for P&C systems. * Identify process improvement opportunities to enhance efficiency and employee experience. Employee Relations & Advisory * Act as a trusted advisor to supervisors and managers on people topics such as engagement, attendance management, discipline, workforce planning, and performance. * Serve as a key relay between employees, supervisors, and the P&C team, fostering open communication and positive labor relations. * Support conflict resolution, attendance management, and return‑to‑work processes. Talent, Learning & Culture * Contribute to talent development initiatives, including onboarding, training coordination, skills development, and succession planning support. * Actively support health & safety initiatives, reinforcing a culture of prevention and employee well‑being. * Promote diversity, equity, inclusion, and respect in day‑to‑day practices. Collaboration & Continuous Improvement * Partner closely with plant leadership, Health & Safety, Finance, and Operations teams. * Support change management initiatives at site level. * Contribute to continuous improvement of P&C practices, tools, and employee experience. Compensation & Payroll Support * Administer corporate and local compensation programs and support annual wage and salary reviews. * Partner with payroll to ensure accurate employee data and timekeeping. Qualifications * Bachelor’s degree in Human Resources, Business, or related field or equivalent experience. * 5+ years of progressive P&C experience, preferably in a manufacturing or unionized environment. * Solid working knowledge of Quebec labour laws and employment standards, P&C best practices, and regulatory compliance. * Experience supporting a manufacturing or industrial workforce. * Excellent communication, decision-making, and interpersonal skills. * Ability to influence and work effectively at all organizational levels. Preferred Competencies * Strong interpersonal and communication skills * Sound judgment and discretion * Ability to balance operational demands with people‑centric decision‑making * Structured, detail‑oriented, and data‑driven * Collaborative mindset with the confidence to challenge constructively * Ability to operate effectively in a fast‑paced, plant environment * Knowledge of HRIS systems and data-driven P&C decision-making Working Environment * Mainly office environment but on occasion (when needed) go into the plant * Occasionally wears proper PPE in the manufacturing area (safety shoes, safety glasses, and hearing protection)

What you’ll do

The Deputy People & Culture Manager supports the execution of the P&C roadmap at the plant level, ensuring effective daily operations and compliance with labor laws. This role acts as a trusted advisor to management while fostering a safe, inclusive, and high-performance culture.

Requirements

Candidates must hold a bachelor's degree in Human Resources, Business, or a related field. A minimum of 5 years of progressive P&C experience, preferably within a manufacturing or unionized environment, is required.

Listed skills

• Change Management · Preferred
• interpersonal skills · Preferred
• Data analysis · Preferred
• Compliance · Preferred
• Communication · Preferred
• Conflict Resolution · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Human Resources
• Employee Relations
• Labor Laws
• Performance Management
• Payroll Administration
• Conflict Resolution
• Talent Development
• Change Management
• Health & Safety
• Data Analysis
• HRIS
• Compliance
• Workforce Planning
• Communication
• Interpersonal Skills
• Training Coordination
• Influencing Skills
• Operational Performance Management
• Payroll Systems
• Auditing
• Management
• Decision Making
• Regulatory Compliance
• Continuous Improvement Process
• Human Resources Information System (HRIS)
• Employee Engagement
• Labor Law
• Finance
• Leadership
• Interpersonal Communications
• Labor Relations
• Operations
• Succession Planning
• System Integrity
• Process Improvement
• Coordinating
• Investigation
• Business Priorities

Job areas

• Human Resources
• Manufacturing
• Management & Leadership
• Plant Specialist
• Human Resources Manager
• Human Resource Managers
• Human Resources Managers

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