The Role
This is a hands-on, onsite HR role based at our Baltimore site and supporting the wider
Goodfellow Group. The position has a strong operational focus on recruitment and
onboarding, ensuring we attract the right talent quickly and integrate new employees
safely, compliantly, and effectively into a fast-paced, engineering/manufacturing
environment.
As the US HR “front line,” you will partner closely with hiring managers and operations
leaders to deliver practical HR support day-to-day, while aligning to Group standards
and contributing to global reporting and initiatives. The role is designed to be scalable—
supporting increased US hiring volumes and providing HR readiness for future
acquisitions and integrations.
The role will also play an active part in supporting the planned site move to a new local
facility in Spring 2026, ensuring continuity of HR processes, clear employee
communication, and smooth onboarding during the transition.
Key Responsibilities
1) Recruitment & Hiring Delivery (Primary Focus)
- Own end-to-end recruitment coordination for US roles, including requisitions,
job postings, candidate screening support, interview scheduling, offer
coordination, and closing. - Partner with hiring managers to define role requirements, selection criteria, and
interview plans; advise on practical recruitment approaches to meet
operational timelines. - Build and maintain local talent pipelines (e.g., repeat/volume roles, specialist
technical hires) and maintain relationships with agencies, schools, and local
networks as appropriate. - Track and report recruitment metrics (e.g., time-to-hire, source effectiveness,
offer acceptance), identifying bottlenecks and improvement actions. - Manage recruitment vendor relationships (agencies, background screening
providers) and ensure cost control and service quality.
2) Onboarding & Early Tenure Success (Primary Focus)
- Lead and continuously improve the US onboarding experience, ensuring every
new starter has a consistent, welcoming, and operationally effective start. - Coordinate pre-employment checks (e.g., right-to-work verification,
background screening) and ensure onboarding documentation is complete,
accurate, and compliant. - Partner with operations leaders to ensure onboarding includes role-specific
training plans, safety/quality expectations, and day-one readiness
(equipment, access, introductions). - Act as the primary point of contact for new hires during pre-boarding and
beyond; gather feedback and drive improvements.
3) Operational HR Administration & Advisory Support
- Deliver accurate employee lifecycle administration for US employees: starters,
changes, transfers, leave administration, and leavers. - Maintain accurate personnel files and HRIS data integrity; ensure timely
updates to employee records and documentation. - Provide first-line HR guidance to employees and managers on routine matters
(policies, process, benefits, absence, performance cycle), escalating complex
or sensitive cases to the Global HR Manager. - Support benefits administration and liaison with providers; support employee
communications and enrolment windows. - Prepare and validate payroll inputs in partnership with payroll providers
(hours/changes, deductions, starters/leavers), ensuring deadlines are met.
4) Compliance, Controls & Audit Readiness
- Support compliance with applicable US employment practices and internal
HR policies; maintain accurate, audit-ready documentation. - Maintain strong document control for recruitment files, onboarding checklists,
and employee changes to support internal/external audit needs. - Ensure confidentiality and appropriate data handling in line with Group
standards.
5) Group Support, Standardisation & Scalability
- Contribute to Group-wide HR reporting (headcount, turnover, absence,
recruitment/onboarding KPIs) and support consistent global ways of working. - Translate Group HR processes into practical, compliant US delivery; identify
when localisation is required and propose improvements. - Identify opportunities to streamline workflows, automate routine tasks, and
improve service levels across recruitment and HR administration.
6) M&A Integration Support
- Support HR activities during acquisitions and integrations in the US, including:
o onboarding and “day-one” readiness for acquired employees,
o harmonising employee data into Group systems,
o supporting communications and change processes,
o assisting with benefits/policy alignment and documentation. - Help create repeatable onboarding and HR administration “playbooks” that
can be deployed quickly for new US entities.
Key Requirements
- Demonstrable experience in an HR Administrator / HR Advisor (or similar) role
with a strong track record in recruitment coordination and onboarding. - Comfortable working in an operational environment
(engineering/manufacturing/technical) with the ability to build relationships
with operations leaders and hiring managers. - Willingness to undertake occasional travel within the US (e.g. to the Pittsburgh
site) to support recruitment, onboarding, and relationship-building as required. - Sound working knowledge of core US HR practices (hiring process, pre-
employment checks, benefits administration, payroll inputs, employee records). - Highly organised with excellent attention to detail; able to prioritise competing
deadlines and maintain accurate documentation. - Confident using HR systems/ATS tools, Microsoft Office, and data reporting;
comfortable working with metrics and process improvement. - Clear, professional communicator with strong customer service orientation
and discretion. - HR qualification or equivalent experience (e.g., SHRM/HRCI or comparable
practical background).
Salary & Benefits
- Competitive salary, dependent on experience.
- Generous time-off package including paid PTO starting at 12 days (rising to 25
with service), 9 public holidays plus a floating holiday, paid birthday leave, sick
& safe leave, and paid bereavement and public-duty leave (pro-rated for
part-time roles). - Company medical insurance plan, including health, dental, and vision
coverage - Life Insurance and Disability Insurance for added financial protection
- Generous 401K scheme
- Professional development opportunities, where applicable, including training
and support for qualifications
About the Goodfellow Group
Founded in London in 1946, Goodfellow is a global leader in advanced materials, offering
over 170,000 products to support innovation in sectors like aerospace, medical research,
and green energy. With offices across Europe, the USA, and China, and backed by
Battery Ventures, we’re driving growth through strategic acquisitions and global
expansion. Recent acquisitions include Potomac Photonics (USA), Suisse Technology
Partners (Switzerland), and The Bureau of Analysed Samples (UK). At Goodfellow, we’re
united by technical excellence, collaboration, and sustainable innovation. Whatever
your passion—science, engineering, technology, or business—you’ll find your future
here.
Our Values
All employees are required to live by the company values:
Continuous Improvement:
- Acknowledge the shortcomings and limitations within yourself and your team
and take action to mitigate these. - Seek ways to improve and enhance Goodfellow working practices.
- Be receptive to new ideas and practices to improve the results within your team.
- Implement solutions and changes positively and encourage the same within
your team. - Encourage your team to provide solutions not problems.
- Be receptive to feedback for your own and team’s performance.
- Go above and beyond.
- Actively seek feedback from your team’s customers to ensure their needs and
expectations are met.
Responsibility:
- Knowledge of managing the commercial impact of a team.
- Ability to meet both personal and departmental KPIs.
One Team:
- Regularly communicate the progress of the department/teams’ efforts based
against the operational plan and business objectives. - Build a positive and healthy working relationship with all colleagues in your team
and company. - Communicate with all colleagues in a professional, calm and assertive manner.
- Be flexible to the needs and requirements of other teams.
Customer Centric:
- A mindset that puts the customer at the center of everything we do.
- Flexibility and a positive attitude towards opportunity.
- Exhibit a positive approach and treat all colleagues, clients etc with dignity and
respect.
