Corporate HR Director

Summary

We are seeking an experienced, strategically minded HR Director to lead human resources delivery in the US for a mid-sized, global medical device manufacturer. The Director leads a team of four and is responsible for the overall effectiveness of both business partnering and HR operations across the region.

This individual leads and enables the team to deliver exceptional HR partnership and operational support to US employees and leaders.

This role partners closely with the Director of Total Rewards and Director of Talent to execute integrated HR programs across the US.In This Position, You Will Have the Opportunity toU.S. HR Strategy & Business PartnershipServe as the senior HR advisor to U.S.-based executive and functional leaders, aligning people strategies with operational and commercial priorities.

Lead and oversee a team of HR Business Partners supporting manufacturing, operations, and corporate functions across the U.S.Guide leaders on performance management, employee relations, workforce planning, organizational design, and change initiatives.

Translate business goals into actionable people strategies that drive productivity, engagement, and retention.HR Operations & Compliance (U.S.)Lead U.S. HR operations, including employee relations, policy administration, investigations, onboarding/offboarding, and HR systems and processes.

Provide direct oversight of payroll operations through leadership of the Payroll Specialist, ensuring accuracy, timeliness, and compliance with federal, state, and local regulations.

Ensure full compliance with U.S. employment laws and regulatory requirements, including those applicable to a medical device manufacturing environment.

Continuously improve HR processes to enhance efficiency, consistency, and employee experience.

Payroll & HR Administration LeadershipOversee U.S. payroll processes and controls in partnership with Finance and external vendors as applicable.

Lead HR administrative functions through the HR Coordinator, ensuring high-quality service delivery, documentation, and data integrity.

Ensure accurate maintenance of employee records, HR transactions, and reporting.

Partnership with HR Centers of ExcellenceCollaborate with the Talent COE to support U.S. execution of leadership development, performance management, succession planning, and engagement initiatives.

Partner with the Total Rewards COE to implement and administer compensation, incentive, and benefits programs in alignment with U.S. market practices and legal requirements.

Act as the voice of the U.S. business to COEs, ensuring programs are practical, scalable, and effectively adopted by leaders and employees.

Organizational Effectiveness & Change ManagementLead U.S. people-related change efforts tied to growth, restructuring, process improvement, or integration activities.

Advise leaders on organizational structure, capability gaps, and workforce effectiveness.

Champion company culture, values, and inclusion priorities across the U.S. organization.

Team Leadership & DevelopmentBuild, lead, and develop a high-performing U.S. HR team, providing clear expectations, coaching, and career development.

Foster a collaborative, service-oriented HR culture that balances strategic partnership with operational excellence.

Ensure HR team capability aligns with growth and evolving business needs.

What You Need to Succeed in This PositionBachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.10+ years of progressive HR experience, including at least 3-5 years in a leadership role.HR certification (SPHR, SHRM-SCP).

Demonstrated success leading HR Business Partnering and HR Operations within the United States.

Hands-on experience overseeing payroll and HR administrative functions.

Strong working knowledge of U.S. employment law and HR compliance.

Experience supporting corporate functions and manufacturing.

Multi-site or geographically dispersed U.S. workforce experience required.

Strategic HR leadership with strong business acumen.

Deep understanding of U.S. labor and employment practices.

Operational rigor and process discipline.

Executive communication and influence.

Change leadership and organizational effectiveness.

People leadership and talent development.

Experience within a COE-based HR operating model preferred.

Ability to travel up to 20%.