Human Resources Manager, HR Business Partner

Histo Sonics is a commercial-stage medtech company advancing the Edison® System, a novel non-invasive sonic beam therapy based on histotripsy. Since receiving FDA De Novo grant for the non-invasive destruction of liver tumors in 2023, the company has progressed beyond initial market entry into commercial expansion, reimbursement momentum, and ongoing clinical and pipeline development. In addition to its current liver tumor indication, Histo Sonics is pursuing future indications across multiple applications including kidney, pancreas, prostate, neuro, women’s health, and other significant underserved human health areas, to realize the broader potential histotripsy across multiple disease states and medical specialties.

We offer an exciting work culture where cutting-edge science meets real-world application, and each team member’s contribution is important to our success in ensuring our physicians and their patients get what they need most.

Plymouth, MN (Hybrid)

The Human Resources Manager, HR Business Partner (HRBP) acts as a trusted, hands-on business partner to Director- and VP-level leaders, independently owning a client group of 300+ employees within a high-growth medical device environment. In this highly collaborative role, the HR Manager will execute talent and performance strategies, resolve employee relations matters independently, and own workforce planning for the assigned business unit.

The HR Manager will also coach and develop people managers, contribute to organizational design decisions, and is on a defined path toward a leadership role within the HRBP team.

• Independently own a client group of 300+ employees, serving as the primary HR point of contact for assigned business functions.
• Partner directly with Directors and VPs to understand business goals and translate them into people strategies.
• Own workforce planning for the business function, including headcount planning, org structure input, and talent supply/demand analysis.
• Contribute to organizational design decisions in partnership with the Director, HR and business function leadership.

• Independently manage the full lifecycle of employee relations matters (performance concerns, conflict resolution, policy interpretation) without escalating every case to Director, HR.
• Exercise sound judgment on when to elevate complex or high-risk matters (e.g., legal exposure, executive-level issues) to Director, HR or Legal.
• Foster a high-performance, inclusive, and values-driven culture within the assigned business functions.

• Lead talent and performance-cycle processes (goal-setting, mid-year and annual reviews, promotions, & calibration) for the assigned business function.
• Coach and develop people managers on performance management, feedback, and team leadership skills.
• Identify high-potential talent and support succession planning and internal mobility conversations.

• Support people leaders through periods of change, including reorganizations, growth, and team transitions.
• Coach and develop first-time and experienced people managers, building their HR fluency and leadership capability.
• Promote agility and continuous improvement within the business functions through HR strategy and process design.

• Partner with the HR team to roll out enterprise-wide programs in compensation, benefits, talent management, and engagement.
• Ensure consistency and compliance with HR policy and practice while tailoring program delivery to business function needs.

• Use workforce data and analytics to track trends,…