The Vice President of Global Human Resources partners directly with the President & CEO to build world-class teams and culture that drive our projected double-digit growth over the next five years. You'll own the complete talent lifecycle—from recruiting A-level candidates to developing high-performing teams—while leading talent acquisition, employee engagement, compensation strategy, HR operations, and leadership development initiatives. This strategic role extends beyond traditional HR to influence company-wide planning, budgeting, and financial outcomes, offering an exceptional opportunity to partner with the CEO and Senior Leadership Team to build something in a high-growth, high-impact business.
Key Responsibilities
- Own responsibility for the global talent strategy and succession planning with emphasis on enabling growth, building deep talent bench for expansion, and driving operational excellence at all levels.
- Define and execute comprehensive talent acquisition and development strategy with tactical plans aligned to key business metrics.
- Recruit, retain, and develop A-level talent across all organizational levels.
- Provide inspired leadership that promotes strong employee engagement and builds diverse teams that strengthen business culture.
- Leverage mission and culture to drive business performance improvement while fostering and exemplifying our core values.
- Evaluate organizational strength using strategic KPIs to assess and improve performance.
- Collaborate with senior leadership team to build high-performing teams aligned to both current and future business needs.
- Foster environment that stimulates open communication, creativity, and collaboration to solve problems and drive growth and innovation.
Desired First Year Outcomes
- Develop and execute a global talent strategy to support double digit growth, while achieving profitability targets.
- Define and execute a robust talent acquisition and development process to build future A-level leaders and individual contributors that can scale with the business as we grow.
- Work with leaders to improve and maintain world-class safety performance across all functions of the business (manufacturing, field service, sales, etc.)
- Drive 90%+ participation in annual employee survey and develop specific initiatives with the leadership team to significantly improve eNPS scores year-over-year.
- Implement critical training programs to ensure compliance and reduce risk to the organization– ethics, respectful workplace, safety.
- Implement and engage leaders in the new Partnering for Growth performance management process to promote effective feedback and recognition of employee performance as well as address performance and/or capabilities gaps in current or future career aspirations.
- Complete the transition and implementation of fundamental HR operations, processes, policies and best practices resulting from the transfer in ownership.
What You Bring
Ideal Experience
Successful Human Resources Leadership
A proven track record over 10+ years in HR with progressive career growth toward success as a senior leader of an HR organization working with a senior leadership team (for minimum 5+ years) for a diverse range of employee populations (manufacturing & professional, field & on-site, US & international, technical & clinical, full-time employees & contractors). Prior experience in businesses related to medical technology, educational technology, or similar technology products (equipment/software/service) preferred.
Leading Growth and Innovation
Strong track record of delivering transformational, profitable growth through building high-performing teams and developing talent. Proven ability to create and execute a strategic talent plan to support business strategic growth plans. Experience managing and optimizing diverse talent in experience and backgrounds. Evidence of successful “breakout” initiatives that significantly changed the trajectory for the business and established new capabilities in new markets, technologies or business models.
Operational and Process Excellence
A foundation in HR best practices, effective talent acquisition and retention, and employee engagement initiatives to accelerate business success. Detailed knowledge of business economics and key value drivers for financial and talent success. Proven ability to implement process improvements and execute growth initiatives.
Accomplished Team Builder and Leadership Developer
Robust people leadership skills. Experience building, optimizing and leading high-performing, and diverse teams. A natural coach and builder of people. Demonstrated success as an inspiring leader and strong people manager, having built collaborative, achievement-oriented teams. Has the ability to develop an existing talent pool and recruit A-level performers to build an A-level team. Has contagious strong positivity and optimism inspiring others to achieve remarkable results. Able to flex style across the organization to help others become the best versions of themselves.
Excellent communications skills. Stakeholder management, employee communications globally. Can develop and implement a culture strategy.
Business Mindset/Financial Acumen
Strong business/financial management skills and demonstrated track record for meeting commercial and financial goals. Holds themselves and others accountable while empowering others with appropriate autonomy to develop personally.
Critical Business Skills
Leading People
- Engages the leadership team in discussions around the long-term strategy and how they can contribute. Provides appropriate push-back and challenges leaders thinking and behaviors when appropriate.
- Gives team members decision making autonomy and accountability within their areas of responsibility.
- Builds strong followership through communication, leadership presence, and poise in difficult situations.
- Builds and leads teams of diverse backgrounds and expertise.
- Promotes cross-organizational collaboration and can lead through influence and positive relationships with peers.
- Fosters open communication and debate.
Leading Change
- Takes personal ownership and initiative for advancing change where appropriate.
- Communicates a new direction or change with a clear rationale and sense of urgency.
- Adapts communication content, approach, or style around change to appeal to different audiences.
Driving Results
- Uses sound judgement and data to make critical/ time-sensitive decisions or actions.
- Seeks new challenges and is energized by exceeding targets.
- Enables higher performance by incrementally improving approaches based on calculated risks.
- Benchmarks performance of business or function against industry best practices.
Acting Strategically
- Creates a 2-3-year roadmap or blueprint to support hyper-growth.
- Identifies and prioritizes the most critical factors to consider in making decisions.
- Makes plans to address changes or trends in the external landscape (i.e., economy, talent pools, competitors, clients, and market segments) that affect own business or area.
- Develops plans that consider the impact beyond own location, function, or market.
Other Personal Characteristics
- An intellectual curiosity with the ability to not only articulate and align the businesses around a growth strategy, but the ability to go deep on discreet issues. A high learning agility.
- Entrepreneurial spirit, a high degree of autonomy and ambiguity. Ability to thrive in a highly decentralized operating model with limited corporate resources and staff. Owns talent acquisition and development, key HR processes, and improvement of employee morale and culture.
- Visionary leadership that moves people to act – motivates and inspires excellence.
- Executive presence, excellent interpersonal, verbal, and written communication skills.
- Self-starter with the ability to work with limited direction and oversight.
- Strong results orientation. Action-oriented with a decisive style.
- Competitive drive, hates losing and has huge personal drive and a large reservoir of will power from which they draw strength, discipline, and focus. At the same time, they must be authentically humble.
- A non-political, humble, and unpretentious team player and inspiring team leader who values results and outcomes over attribution. Small company mentality but can handle large scale complexity.
- Has humility to ask for support or advice appropriate to situations of critical importance or risk to the organization. Seeks advice and input from others to build buy-in and develop the best informed approach.
- Unquestioned ethics, integrity, intellectual honesty, and sound judgment.
- Able and willing to travel domestically and internationally, as required. Travel is typically 25% each quarter.
