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