Natale Mozzanica

Origins and business objectives

When I founded the company Mozzanica in 1986, together with my brothers, we had clear objectives: to work in the territory, close to people, with a particular focus on quality and efficiency.

We have always regarded firefighting systems as an “unenjoyed good” in the immediate sense. However, they had to be built, maintained and kept operational, so that they could function effectively at any time. All this can be summarized in: objectives, quality and efficiency.

 

 

Stacey L. Mozzanica

The role of Human Resources

When I joined Mozzanica in 2012, I started in the Sales Department, where I acquired the fundamentals of our business by interacting directly with customers. Subsequently, I had the opportunity to work in the Service Department, where I deepened my understanding of the company's internal processes.

After a few years, I was transferred to the international marine market, where I gained valuable skills in international relations and project management. Finally, I moved to the Administrative and Personnel Management Department, furthering my professional development journey and where I took on the current role of HR Manager.

One of the main objectives of my role is to manage complex staff dynamics and ensure a positive and productive working environment. To address this aspect, I focus on actively listening to employees and promoting an inclusive and collaborative company culture. In addition, I always strive to be available and provide support to employees in their daily activities.

My goals for the future of Mozzanica are to continue promoting a positive work environment and to support the growth and professional development of our employees. Furthermore, I am committed to ensuring that Mozzanica remains a cutting-edge company in the sector, always maintaining high standards of quality and service.

 

 

Jordan A. Mozzanica

Marketing & Sales

My career path at Mozzanica has been truly stimulating and full of challenges. I joined the company twenty-one years ago in the Sales Department, where with great determination I began to develop my interpersonal skills with customers and discover the working reality of a structured company.

After a few years, I had the opportunity to become a salesman, where I spent more than 5 years focused on market development and sales strategies.

Subsequently, I took on the role of Quality Manager, obtaining all the necessary certifications to ensure high standards in our processes.

Currently, I hold the position of Marketing Manager while simultaneously serving as the International & National Sales Manager for the Service department. This role allows me to leverage my transversal skills and experience across multiple areas of the company.

 

 

Stacey L. Mozzanica

Selecting talent

I believe that the key factor in company growth has been the collective determination to learn and grow constantly.

In addition, as HR Manager, I can confirm that the intimate knowledge of the company, acquired through my father's decision have my brother and me start from the bottom, has been crucial in my growth journey and has allowed me to have a comprehensive understanding of the company and its processes.

Our selection method, although it may appear complex, is carefully studied to ensure that the most suitable candidates for our business needs are identified.

Usually, the selection begins with two or three interviews with the candidate.

The first interview is conducted by the HR office, which allows us to get to know the candidate and make them feel comfortable. At this early stage, we try to understand the candidate's personal skills and qualities.

Subsequently, the candidate has the second interview directly with their future department supervisor, who can better assess their technical and professional skills.

The final interview focuses on presenting the company's professional and economic growth plan.

At this stage, we discuss development opportunities within the company with the candidate and make sure that there is an adequate mutual understanding of expectations. Once agreements are finalized, we proceed with the signing of the employment contract.

Over the course of more than 35 years in operation, the company has experienced significant growth, expanding from around ten people to over 100 employees currently, spread across two continents with two locations in America and three in Italy.

 

 

Jordan A. Mozzanica

Defining objectives and evaluating results

In our company, we define objectives and results through a structured process that involves every department and every level of the organization.

First and foremost, we focus our attention on choosing the right people.

We firmly believe that the company's success largely depends on the quality and commitment of our employees, who represent the beating heart of the organization.

Therefore, we invest time and resources in selecting and developing the best talents who share our values and possess the necessary skills to contribute to achieving our business objectives.

Secondly, we recognize the importance of having the right resources available to ensure that work is carried out as efficiently as possible; therefore, we invest in cutting-edge technologies and best operational practices to optimize our processes and maximize our results, committing ourselves to choosing the means and equipment necessary to carry out our activities efficiently and to a high standard.

Finally, we carefully assess our financial availability and define a clear path that brings together all the available resources and maximizes results.

This means carefully planning investments, taking our business priorities and long-term growth prospects into account.

We are committed to utilizing our financial resources responsibly to ensure the achievement of our business objectives in a sustainable and enduring manner.

Ultimately, for us, defining objectives and results means having a clear vision of our path and working together to achieve success.

 

 

Natale Mozzanica

Dialogue and exchange of ideas

Our expectations for the future of Mozzanica are very high.

We want to ensure that the company continues to grow and innovate, always maintaining our fundamental values of quality, efficiency and commitment to the territory.

The generational transition is a challenging moment for us, but we are confident that we will be able to ensure continuity for this great company, offering opportunities and prosperity to future generations.

At Mozzanica, we place great importance on the process of transforming ideas into tangible projects.

First of all, ideas are discussed with our board of directors, involving Jordan and Stacey as well, who represent the future of the company.

 

Projects are born from ideas

Once an idea is accepted, we transform it into a detailed and clear project, involving our managers and frontline staff.

This approach allows us to create long-lasting and successful projects, with particular attention to the generational transition, which is one of our main objectives.