Our firm has been retained by a growing medical device organization entering an exciting phase of growth as it continues delivering innovative solutions that improve patient outcomes. As the company expands its capabilities across engineering, manufacturing, and commercialization, we are seeking a Head of Human Resources to lead the people strategy supporting the organization’s next stage of growth.
Reporting to the Chief Financial Officer, the Head of Human Resources is a critical hire responsible for building the HR function and establishing the people processes, systems, and practices that will support the company’s continued expansion. This is a newly created, highly operational role for a builder — someone energized by ambiguity, comfortable rolling up their sleeves, and excited by the opportunity to create something meaningful within a rapidly scaling organization.
This individual will design and implement the foundational processes, policies, and programs needed to support growth, including onboarding, performance management, compensation frameworks, employee relations, and workforce planning.
Day to day, this role is primarily operational, focused on building and running the HR function with limited infrastructure currently in place. The individual who succeeds here will bring both a strategic mindset and strong executional instincts and will have the opportunity over time to grow into a more senior HR leadership role as the function matures and the organization continues to scale.
Duties and Responsibilities
HR Function Build-Out
• Build the HR function by designing and implementing foundational infrastructure, processes, and programs, including onboarding, performance management, job architecture, and compliance frameworks.
• Assess the current state of HR processes, systems, and practices across the organization and establish consistent, scalable approaches where needed while improving or formalizing informal practices.
• Serve as a pragmatic partner to managers and leaders across the company, helping them build capability, navigate people challenges, and make thoughtful talent decisions.
• Own day-to-day management of HR vendor relationships including payroll, HRIS, benefits administration, and recruiting platforms, evaluating and implementing vendors where gaps exist.
• Lead the annual benefits renewal cycle, including working with brokers, benchmarking competitiveness, managing carrier negotiations, and overseeing open enrollment.
Talent Acquisition and Development
• Lead talent acquisition efforts to attract high-caliber talent across engineering, manufacturing, quality, and corporate functions.
• Develop leadership development and succession planning initiatives that strengthen the company’s leadership pipeline.
• Establish talent management strategies and processes needed to achieve organizational objectives, including succession planning, workforce planning, and pipeline recruiting.
Culture and Employee Engagement
• Champion a high-performing, collaborative culture that reflects the organization’s values and supports innovation and accountability.
• Drive initiatives that strengthen employee engagement, reinforce leadership expectations, and enhance the employee experience.
• Develop and implement energizing employee communication plans that reach all levels of the organization.
Organizational Design and Workforce Planning
• Partner with leadership to evaluate and evolve organizational structures to support growth and operational effectiveness.
• Lead workforce planning efforts to ensure the organization has the capabilities and talent needed to execute its strategic priorities.
HR Operations and Compliance
• Provide hands-on leadership across core HR functions including employee relations, performance management, compliance, payroll, benefits, and HR policy development.
• Lead the development and implementation of competitive health, retirement, wellness, and benefits programs.
• Respond to employee relations matters with urgency while identifying trends and implementing proactive initiatives.
Mergers, Acquisitions, and Board Engagement
• Partner with executive leadership and private equity partners to support potential mergers and acquisitions, contributing to diligence related to organizational structure, leadership capability, culture, and talent risk.
• Lead post-acquisition integration efforts including alignment of people processes, organizational design, leadership structure, and culture.
• As appropriate, attend and present at Board of Directors meetings regarding people strategies, organizational performance, and HR initiatives.
Candidate Requirements
The successful candidate will bring strong ethical, intellectual, professional, and personal values along with the following qualifications:
• Experience in medical device, life sciences, manufacturing, or another regulated industry strongly preferred.
• 10–15 years of progressive HR leadership experience, ideally within growth-oriented or entrepreneurial environments. Experience building or significantly strengthening an HR function is highly valued.
• Demonstrated ability to partner with senior leaders to align people strategies with business objectives.
• Experience across talent acquisition, leadership development, employee relations, and organizational design.
• Strong work ethic and willingness to operate in a hands-on capacity within a scaling environment.
• High energy, self-motivated, and operationally oriented with a data-driven approach to decision making.
• Comfortable operating in ambiguity and energized by building new capabilities and infrastructure.
• High level of self-awareness and ability to build credible relationships across the organization.
• Strong business acumen with a bias for practical, effective action.
• Strategic thinker with excellent interpersonal and communication skills.
• Experience supporting or leading M&A diligence and post-acquisition integration efforts is preferred.
• Ability to travel as needed.
Education
Bachelor’s degree required.
Compensation and Benefits
This role reports directly to the Chief Financial Officer and offers a competitive salary and performance-based bonus opportunity. The organization provides comprehensive health benefits, a 401(k) program with company match, and additional benefits designed to support employee wellbeing.
Location
The organization is headquartered in the Minneapolis–St. Paul metropolitan area and values an in-person environment that supports collaboration, innovation, and entrepreneurial energy. The Head of Human Resources will maintain a strong onsite presence and engage closely with leaders and teams across the organization.
