Bachelor's degree in HR, Business Administration, or related field with 10+ years of progressive HR experience, including 3+ years in a people-management role; or equivalent education and experience.
Proven experience in building and leading a high-performing HR team, including coaching and performance management.
Experience in manufacturing or regulated production environments, collaborating with leadership to align HR with business goals.
Management of department budget, headcount planning, or vendor spending.
Knowledge of federal and state employment laws including compliance with EEO, ADA, and FMLA.
Responsibilities
Recruit and onboard HR team members and conduct performance reviews.
Develop team capabilities through mentoring and succession planning.
Manage HR staffing and priorities for effective coverage.
Make decisions on complex HR matters and escalate high-risk issues appropriately.
Manage relationships with staffing vendors to meet production needs during growth phases.
Oversee employee relations strategies, including conflict resolution and policy application.
Design and implement HR programs related to training and retention initiatives.
Benefits
Opportunity to lead in a high-growth environment.
Engagement with executive leadership and board presentations.
Collaboration with health and safety leadership to promote a strong workplace culture.
Involvement in HR process improvements.
Full Job Description
Location: Onsite
Status Type: Full Time
QUALIFICATIONS
Required:
Bachelor's degree in Human Resources, Business Administration, or a related field and 10+ years of progressive HR experience, including 3+ years in a formal people-management role; or an equivalent combination of education, certification, and experience
Demonstrated success building, leading, and developing a high-performing HR team, including hiring, coaching, performance management, and succession planning
Experience supporting manufacturing, operations, or a regulated production environment, with a track record of partnering with senior manufacturing, quality, or supply chain leadership to align HR strategy with business goals
Experience managing a department budget, headcount plan, or vendor spend (e.g., staffing agencies, HR systems, contracted services)
Working knowledge of federal and state employment law, including EEO, ADA, and FMLA compliance
Experience supporting workforce scaling
Preferred:
SHRM Senior Certified Professional (SHRM-SCP) or equivalent senior-level HR certification
Experience in medical device, pharmaceutical, or another FDA/ISO-regulated manufacturing industry (e.g., 21 CFR Part 820, ISO 13485)
Experience leading HR through a period of commercialization, rapid headcount growth, or multi-site expansion
Experience presenting workforce strategy, HR metrics, or organizational recommendations to executive leadership or a Board of Directors
Experience with compensation program design, job architecture, or workforce analytics for manufacturing or technical populations
Skills & Competencies:
Proven people leader: sets clear expectations, delegates effectively, coaches for performance and growth, and holds direct reports accountable to results
Skilled in building team capability through hiring, onboarding, mentoring, and succession/development planning
Strong business acumen with the ability to translate manufacturing and/or operational priorities into HR strategy and departmental goals
Excellent verbal and written communication skills; able to influence, negotiate, and build credibility with leaders across Enable
Sound business judgment and independent decision-making authority on complex, sensitive, or high-visibility HR matters
Proven ability to lead through change, including organizational design, workforce scaling, restructuring, and process transformation
Strong analytical and data-driven decision-making skills; ability to build and present workforce metrics and insights
Experience managing budgets, forecasting resource needs, and making cost-conscious staffing and vendor decisions
Strong negotiation, conflict resolution, and employee relations skills, including oversight of investigations and corrective action escalations
Ability to manage multiple concurrent priorities and competing stakeholder needs in a fast-paced, high-growth environment with minimal guidance
Proficient with Microsoft Office Suite, HRIS, and talent management systems; ability to quickly learn new systems
Thorough knowledge of employment-related laws, regulations, and best practices
Ability to act with integrity, professionalism, and confidentiality, and to model the Enable Values for the team and the broader organization
Physical Requirements:
Must be able to remain in a stationary position for extended periods of time, with or without reasonable accommodation
Ability to operate a computer and other office equipment, such as a printer or telephone, with or without reasonable accommodation
Ability to periodically walk through manufacturing/production areas, which may require the use of personal protective equipment (PPE)
Position requires being physically present on the premises during regular company hours, or as approved by management
RESPONSIBILITIES:
Recruit, hire, and onboard HR team members; set clear goals and performance expectations, and conduct regular one-on-ones, coaching, and formal performance reviews for all direct reports
Build team capability through mentoring, skill development plans, and stretch assignments; identify high-potential talent and support succession planning within the HR function
Manage team workload, staffing, and priorities to ensure adequate HR coverage and responsiveness
Make final decisions on complex or sensitive HR matters within scope of authority, escalating appropriately to the Sr. Director of Human Resources on matters of significant risk or precedent
Partner with temporary staffing agency vendors and internal talent acquisition to ensure staffing levels meet production demand through periods of rapid growth and scale-up
Own the employee relations strategy for the manufacturing operations organization, including oversight of investigations, corrective action, conflict resolution, and consistent application of policy
Design and implement HR programs - onboarding, training pipelines, engagement, and retention initiatives - tailored to shift-based, production, and technical workforces
Partner with EHS and Quality leaders to support a strong safety culture and to ensure HR practices align with GMP, quality system, and regulatory requirements
Analyze and present HR and workforce metrics - turnover, absenteeism, time-to-fill, and hiring funnel conversion - to site and executive leadership and the Board to inform workforce strategy
Lead organizational design, workforce restructuring, and change management initiatives as the business scales through commercialization and growth
Lead compensation planning and job architecture for manufacturing roles in partnership with Total Rewards, ensuring internal equity and market competitiveness
Drive continuous improvement of HR processes - requisition-to-hire, onboarding, and performance management - in partnership with manufacturing and quality leaders
Perform other duties and special projects as assigned in support of HR and business objectives
