120 employees in Italy, across two sites—Vimodrone and Zingonia—and another 100 worldwide, spread across five branches (UK, USA, France, Germany, and China), with communication in four languages. This is the complex world in which Daniela Sartini operates. Since 2021, she has been Senior Manager of Corporate Human Resources at Mattei Group. With a solid professional background spanning various industries including fashion, services and mechanical engineering, her goal has always been to make a significant contribution to the development and organisation of human resources in support of business growth.
"With over 25 years of experience in diverse environments, from family-run businesses to multinational corporations, I have developed expertise in identifying HR strategies and policies and managing complex projects," Sartini explains. "At Mattei, listening is at the heart of every process, fostering a constructive dialogue not only with employees but also with external organisations. Transparency and clarity are the principles that enable us to promote not only organisational goals but also initiatives aimed at employee well-being and growth, increasing awareness of roles and responsibilities, implementing merit-based remuneration policies, and fostering continuous feedback to drive improvement."
Among the tools introduced by Mattei are the "Annual Workplace Climate Survey," and "We Listen to Your Voice," a platform employees can access via QR code to leave feedback, suggestions, or safety and environmental reports—even anonymously.
Mattei is a well-structured company that offers a lot to its employees: stability—having been a key player in the sector for over 100 years—along with a modern approach to human capital management. Through its HR team, Mattei promotes continuous development and the introduction of new processes for efficient employee lifecycle management (from onboarding to celebrating long-standing employees’ departures). It also implements clear guidelines, streamlined digital processes, and flexible work arrangements. "We are also committed to developing managerial skills. We encourage our department heads to take responsibility not just for technical matters but also for relationships, motivation, and the management of their teams—ensuring a well-rounded approach to leadership."
Mattei experiences a natural staff turnover in line with industry standards. "Most of it is due to employees reaching the end of their careers," Sartini explains. "We have highly experienced professionals, and knowledge transfer is a key part of our development strategy, alongside attracting young talent."
The coexistence of different generations in the company adds complexity but is also an exciting challenge. "Younger generations thrive in dynamic environments, are selective, and prefer companies with strong values that align with their own, as well as a focus on work-life balance. They are digital natives, highly skilled with new technologies, and essential for our company’s future. Training opportunities and career progression within the company are also crucial, and we are actively working on these aspects."
Like many companies, Mattei faces challenges due to the gap between education and the skills required in the job market, leading to a shortage of specialists in certain professions. "Mechanical engineers and CNC machine programmers are particularly hard to find, which is why we are establishing partnerships with local schools and universities. However, we recognise the fierce competition in the job market."
Mattei Group sees numerous challenges ahead, including the ability to attract top talent and transfer essential knowledge to ensure it remains a leader in the compressed air sector.
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