Unlocking Careers in Additive Manufacturing: An Interview with Roboze’s Head of People & Talent Management

The additive manufacturing (AM) market is a dynamic and rapidly evolving landscape, presenting a vast array of career opportunities and demanding a unique blend of skills. From meticulous CAD designers and hands-on 3D printing technicians to strategic sales representatives and vital after-sales managers, the entire 3D printing value chain is comprised of diverse links, each necessitating specialized expertise and knowledge. Recognizing this intricate ecosystem, our ongoing series aims to shed light on the varied professions within this groundbreaking sector.

To achieve this, we engage directly with industry leaders and experts, inviting them to share insights into their daily responsibilities, the structure of their work, and offer invaluable advice to aspiring professionals looking to embark on a career in Additive Manufacturing. Following our insightful conversation with Emilien Goetz, a pre-sales engineer at Siemens, we are delighted to feature Lorenzo Mastria, the esteemed Head of People & Talent Management at Roboze, in this latest installment. Join us as Lorenzo shares his journey, vision, and expertise in shaping the human capital that drives innovation in the AM industry.

Understanding the Role of People & Talent in Additive Manufacturing

3DN: Could you please introduce yourself and your role at Roboze, elaborating on your core mission within the company?

Hello everyone. I am Lorenzo Mastria, and I hold the position of Head of People & Talent Management at Roboze. My team and I are responsible for overseeing all aspects related to People Management & Development on a daily basis. Roboze is a leading Italian-American company renowned for its pioneering work in 3D printing super polymers and composite materials, primarily serving the advanced manufacturing industry. Our innovations are critical for sectors demanding high-performance materials and precision, such as aerospace, automotive, and medical.

My overarching mission at Roboze is deeply rooted in transforming our organization into a paradigm for the future of work. This involves cultivating a smart, exciting, and profoundly stimulating environment where every individual feels empowered to express their full potential and where the most brilliant, forward-thinking, persistent, and talented minds can not only coexist but thrive collaboratively. We believe that by fostering such an ecosystem, we can continuously push the boundaries of additive manufacturing technology and maintain our leadership position in the global market.

A Recruiter’s Journey into the Dynamic World of 3D Printing

3DN: What inspired your entry into the 3D printing world, and what is your perspective on the Additive Manufacturing market as a talent expert and recruiter?

My transition into the realm of 3D printing was truly a transformative experience, a genuine eye-opener that redirected my professional trajectory. After successfully completing my Bachelor’s Degree in Economics & Management and subsequently a Master’s Degree focused on HR Management & Digital Skills, I dedicated several years to working for a specialized recruiting agency. There, I honed my expertise in identifying and placing engineering professionals across various industries. During this formative period, I had the incredible fortune of encountering Roboze and its visionary CEO, Alessio Lorusso. At that time, Roboze, despite its technological prowess, had not yet established a structured Human Resources department.

After gaining deep insights into Roboze’s ambitious projects and compelling company vision, I immediately recognized that this was where my true path lay, where my mission could truly materialize. It became clear that I could play a pivotal role in shaping the organizational culture and talent strategy of a company poised for exponential growth. And so, here I am today, collaborating with an exceptional team of colleagues, actively contributing to a remarkable chapter in the history of Italian and Apulian manufacturing, driving innovation not just in technology but also in people management.

From my vantage point as a talent expert, the Additive Manufacturing market is unequivocally innovative, incredibly fast-paced, and inherently complex. It presents a constant demand for highly specialized technical and digital skills that are increasingly required in-house. We are not merely talking about isolated competencies but rather intricate combinations of advanced engineering knowledge, cutting-edge scientific expertise, and crucial soft skills. These essential soft skills include boldness to challenge existing paradigms, versatility to adapt to rapid technological shifts, and a deeply ingrained innovative mindset to continuously seek out new solutions and improvements. The ability to integrate these diverse skill sets is paramount for success in this dynamic industry.

The Daily Dynamics of a Head of People & Talent Management

3DN: Can you describe your specific responsibilities as Head of People & Talent Management at Roboze and how a typical workday is structured for you?

As the Head of People & Talent Management, my primary responsibility involves orchestrating the entire People Management process for the EMEA (Europe, Middle East & Africa) region. This encompasses a broad spectrum of activities, each critical to fostering a thriving and productive workforce within Roboze. My daily duties are incredibly diverse, ensuring that no two days are ever truly the same, which is something I deeply appreciate in this role.

A significant portion of my work revolves around **talent acquisition**. This isn’t just about filling vacancies; it’s about strategically identifying, attracting, and onboarding the brightest minds who possess the specialized technical and soft skills crucial for pioneering additive manufacturing. Given the niche nature of our industry, this often involves innovative sourcing strategies, cultivating strong employer branding, and building robust talent pipelines.

Beyond recruitment, I am deeply involved in **performance management**. This includes designing and implementing frameworks that encourage continuous feedback, goal setting, and professional development, ensuring our employees are consistently growing and contributing at their best. We focus on nurturing a culture of high performance and constant improvement, essential for staying ahead in a competitive tech market. This also ties into **onboarding processes**, where we strive to create an immersive and supportive experience for new hires, integrating them seamlessly into Roboze’s culture and ensuring they quickly become productive members of the team, especially given the complexity of our technologies.

Furthermore, I am responsible for the **development and implementation of various HR initiatives and strategies**. These range from crafting competitive compensation and benefits packages to establishing comprehensive training programs that enhance both technical proficiency and leadership capabilities. My role also extends to **Employer Branding**, working to articulate Roboze’s unique value proposition as an employer, thereby attracting top-tier talent in a highly competitive global market. Ensuring our brand resonates with potential employees who are passionate about advanced manufacturing is key. Lastly, I am involved in **Corporate Security**, particularly concerning the safeguarding of sensitive information and intellectual property, which is paramount in a high-tech company like Roboze, intersecting with HR through policy development and employee training on security protocols.

Essential Qualifications and Training for HR Leadership in Tech

3DN: What qualifications and experience do you believe are essential to become a Head of People & Talent Management, particularly in a high-tech sector like 3D printing? What training paths would you recommend for aspiring professionals?

I firmly believe that there isn’t a singular, rigidly outlined path to entering the Human Resources field and ascending to the position of an HR Manager, especially in today’s rapidly evolving professional landscape. The very definition and scope of the HR role have undergone significant transformation over the years. Traditionally, the HR function was often perceived as primarily administrative, associated with internal resource management—handling attendance, managing litigation, coordinating basic training, and overseeing compensation systems. While these operational aspects remain fundamental, the contemporary HR professional’s mandate has dramatically expanded.

Today, the future of HR is decidedly strategic. Professionals in this field are increasingly tasked with contributing directly and proactively to the core value generation of the company, thereby impacting the business’s bottom line. This means playing an active and critical role in driving cultural and digital transformation processes within the organization. HR leaders are expected to champion and promote the company’s brand and its underlying values, both internally and externally. Crucially, they must facilitate genuine people involvement, ensuring that every employee feels valued and connected, regardless of their geographical location or working model (in-office, hybrid, or fully remote).

Regarding training, I contend that everyone’s educational journey must first and foremost align with their personal aptitudes and passions. While there are several academic and professional paths that can lead to a successful career in HR leadership, it’s vital to understand that there isn’t a single ‘perfect’ HR Manager profile that fits every company. The ideal candidate will possess a diverse skill set, potentially drawing from disciplines such as economics for business acumen, law for understanding labor regulations, and humanities for developing strong interpersonal and communication skills. Furthermore, specialized training in organizational psychology, talent development, or HR analytics can provide a significant advantage. Continuous learning, adaptability, and a deep understanding of the specific industry—in our case, additive manufacturing—are paramount for success in this evolving and impactful role.

Navigating the Challenges of Talent Acquisition in Additive Manufacturing

3DN: What do you consider to be the most significant challenges you face in your role as Head of People & Talent Management within the specialized domain of 3D printing?

As I mentioned earlier, the modern job market, especially in advanced technological sectors like additive manufacturing, is increasingly characterized by its demand for highly specialized and uniquely qualified skills and abilities. This makes the process of identifying, attracting, and retaining top talent incredibly complex and challenging. It’s not just about finding someone with a relevant degree; it’s about pinpointing individuals with a very specific blend of technical expertise, problem-solving capabilities, and the right cultural fit for a fast-paced, innovative environment. In this fiercely competitive landscape, a company’s brand reputation and its overall attractiveness—from both a technological innovation standpoint and a marketing perspective—play an absolutely crucial role in successfully recruiting the best talent available globally. Companies must actively showcase their cutting-edge projects, their commitment to employee growth, and their unique corporate culture to stand out.

Another significant challenge stems from the broad and inherently dynamic nature of the Additive Manufacturing industry itself. The market is in constant flux, marked by rapid technological advancements and evolving application areas. This leads to a wide spectrum of different professional roles and, consequently, professionals often come from incredibly varied academic and experiential backgrounds. For an HR leader, this means that a deep and nuanced understanding of the talent market within Additive Manufacturing is absolutely critical. This understanding extends beyond simply knowing the technical skills required; it involves comprehending benchmark salaries for diverse roles, discerning the key motivations that drive professionals in AM, and appreciating other nuanced aspects related to the professional and personal lives of those working in this cutting-edge field. Without this deep insight, developing effective recruitment and retention strategies becomes incredibly difficult.

Furthermore, certain challenges, while not unique to AM, have been profoundly exacerbated by global events such as the COVID-19 pandemic. The pandemic fundamentally shifted perceptions of work, with many employees now expressing a strong preference for flexible or entirely remote working arrangements. This has significantly increased the importance placed on the work environment, as well as the overall corporate and work culture. Companies must now innovate not just in technology but also in how they foster connection, collaboration, and well-being in distributed teams. Last but certainly not least, we have witnessed a profound and irreversible digital transformation across all business functions. This digital revolution is now the fundamental basis for all people management processes, from recruitment and onboarding to performance management and employee engagement. HR systems must be agile, data-driven, and capable of supporting a modern, digitized workforce.

Cultivating Success: Advice for Aspiring HR Leaders in 3D Printing

3DN: What essential advice would you offer to individuals aspiring to become a Head of People & Talent Management within the dynamic and specialized 3D printing sector?

For those who aspire to pursue my profession within the exciting world of Additive Manufacturing, I have several key recommendations that I believe are crucial for success. First and foremost, cultivate an insatiable sense of curiosity. This means continuously studying emerging markets, staying abreast of new technological trends, and understanding the broader implications for the workforce. Additive Manufacturing is an incredibly fast-moving field, and what is cutting-edge today might be standard tomorrow. Therefore, a proactive approach to learning and exploration is paramount.

Secondly, I strongly advise developing a dynamic mindset and fostering an inherent openness to change. The AM sector looks at the world of work from often unconventional points of view, constantly integrating new technologies and methodologies. This requires professionals who are not only adaptable but also enthusiastic about embracing and leading the changes that technology and market forces propose. Rigidity has no place in such an innovative environment; flexibility and a forward-thinking perspective are essential for navigating complexities and capitalizing on new opportunities.

Finally, and perhaps most importantly, cultivate a deep passion for the technology itself, its mastery, and the world of 3D printing in general. While an HR role might not involve hands-on design or machine operation, a genuine enthusiasm for the products, processes, and potential of additive manufacturing will significantly enhance your ability to understand the needs of your technical teams, empathize with their challenges, and strategically contribute to the company’s growth. This sector is always full of new challenges and discoveries, and a passionate individual will find greater fulfillment and effectiveness in their role.

Indeed, I firmly believe that the combination of unwavering passion, courageous decision-making, and a relentless commitment to continuous professional training are the perfect ingredients for achieving ambitious goals and successfully overcoming any kind of obstacle that may arise. Embrace these principles, and you will be well-equipped to make a significant impact as an HR leader in the transformative Additive Manufacturing industry.

What are your thoughts on the evolving role of the Head of People & Talent Management in advanced manufacturing? Share your insights and comments below, or connect with us on our LinkedIn, Facebook, and Twitter pages! Don’t forget to sign up for our free weekly Newsletter here to get the latest 3D printing news delivered straight to your inbox! You can also find all our compelling videos on our YouTube channel for more industry insights.