The HR Director serves as a strategic advisor and trusted partner to our Sales, Marketing and Medical Office teams, translating business priorities into clear, actionable talent strategies that drive performance, innovation, and scalable growth.

In this role, you will lead the design and execution of enterprise talent strategies which span organizational design, workforce planning, performance management, and leadership development. You will play a critical role in shaping how the organization operates, builds capability, and delivers results.

This position requires a strong balance of strategic thinking and hands-on execution, along with the ability to influence leaders, facilitate complex discussions, and apply data-driven insights to improve organizational outcomes.

Key Responsibilities

Strategic Business Partnership

• Partner with leadership to align talent strategy with business goals
• Translate strategy into clear organizational and workforce plans
• Provide guidance on leadership effectiveness, team performance, and organizational health

Organizational Design & Workforce Planning

• Lead organizational design efforts to support growth and evolving business needs
• Assess structure, spans/layers, and capability gaps
• Develop workforce strategies aligned to business priorities and future demand

Talent Strategy, Development & Succession

• Design and facilitate talent strategies that build strong leadership pipelines
• Lead talent reviews, succession planning, and high-potential identification
• Drive targeted development plans tied to business needs and capability gaps

Performance Management & Accountability

• Strengthen performance management practices to drive accountability and results
• Partner with leaders to differentiate performance and address gaps
• Coach leaders on feedback, development, and difficult conversations

Leadership Development & Capability Building

• Identify critical skill gaps and design targeted development solutions
• Lead leadership development and team effectiveness initiatives
• Ensure development efforts translate into measurable business impact

Team Effectiveness & Organizational Health

• Diagnose team dynamics and improve cross-functional collaboration
• Facilitate discussions to align teams, resolve conflict, and drive performance
• Use engagement data and insights to strengthen culture and retention

Data & Talent Insights

• Leverage data and AI-enabled tools to inform talent decisions
• Translate insights into actionable strategies that improve outcomes
• Partner with HR Operations and Talent Acquisition to enhance tools and processes

Qualifications

• 10+ years of progressive HR experience, including significant HRBP leadership experience
• Must have previous experience supporting Commercial Leadership strategy
• Demonstrated ability to design and drive talent strategy aligned to business goals
• Strong experience in organizational design, performance management, and leadership development
• Proven ability to influence senior leaders and operate with confidence and independence
• Experience leading talent reviews, succession planning, and capability-building initiatives
• Strong business acumen with the ability to connect talent decisions to performance outcomes
• Excellent facilitation, communication, and executive presence
• Experience leveraging data and insights to inform decisions
• Ability to operate effectively in a fast-paced, evolving environment

Schedule: This position is in-office from Monday - Thursday in our new Burlington, MA location, with flexibility to work remotely on Fridays.

The salary range Vericel reasonably and in good faith expects to pay for this position at the time of this posting is $180,000 - $210,000 annually.

The actual salary offered will be determined based on factors such as the candidate's qualifications, experience, and skills. Bonus, incentive pay, equity and benefits may be provided in addition to the base compensation listed above.

In accordance with Massachusetts law, Vericel provides the pay range that it reasonably and in good faith expects to pay for a particular and specific employment position at the time of posting or offer. This range is subject to change based on business needs, market conditions, and individual qualifications. Employees and applicants may request the pay range for their position or for a position to which they are applying. Retaliation for making such a request is strictly prohibited.