Director, Human Resources

Career Opportunities with Nova Biomedical Corporation

Nova Biomedical is an Equal Opportunity Employer in compliance with Affi

Nova Biomedical:
One Global Brand. One Vision. Together under one name.

Advanced Instruments and Nova Biomedical are now united under one brand,
Nova Biomedical
, marking a major milestone in our journey to deliver greater value to our customers. By combining our strengths, we're accelerating innovation, supporting critical workflows, and delivering world-class service across the biopharmaceutical and clinical markets.

Nova Biomedical is seeking a Director, Human Resources to align human resources initiatives with business objectives across designated organizational units. This position will serve as a trusted advisor to senior leadership, providing strategic guidance on workforce planning, talent management, employee relations, organizational effectiveness, and change management.

The Director will partner with business leaders to strengthen organizational performance, foster employee engagement, and support the consistent application of HR policies and practices. This role is also responsible for leading, coaching, and developing a team of HR Business Partners with varying levels of experience.

• Collaborate with senior executives to develop and implement HR strategies that support business goals and organizational success.
• Serve as a trusted advisor to senior leaders on workforce priorities, talent needs, organizational effectiveness, and employee matters.
• Translate business objectives into practical HR strategies, plans, and programs.
• Lead workforce-planning initiatives that address current and future organizational capability requirements.
• Guide succession planning, talent reviews, and leadership-development initiatives.
• Partner with leaders to attract, retain, develop, and engage talent.
• Identify talent risks and recommend solutions that support business continuity and long-term growth.
• Serve as a trusted resource for complex employee-relations matters.
• Provide guidance that supports fair and consistent application of HR policies and procedures.
• Partner with leaders and applicable HR or Legal resources to address sensitive employee matters appropriately.
• Assess organizational needs and recommend solutions that improve structure, capability, collaboration, and effectiveness.
• Lead or support organizational-development and change-management initiatives.
• Help leaders prepare employees and teams for changes in strategy, structure, processes, systems, and ways of working.
• Oversee performance-management processes and support consistent implementation across assigned business areas.
• Coach leaders on setting expectations, providing effective feedback, and supporting employee development.
• Promote continuous improvement in leadership and people-management practices.
• Advise on programs and initiatives that foster an inclusive and respectful workplace culture.
• Ensure HR practices comply with applicable employment laws and internal policies and procedures.
• Monitor HR risks and collaborate with appropriate stakeholders to address compliance concerns.
• Use HR metrics, analytics, and workforce insights to guide decisions and measure the effectiveness of HR programs.
• Translate workforce data into practical recommendations for senior leaders.
• Identify trends involving talent, engagement, retention, organizational capability, and workforce effectiveness.
• Lead, coach, mentor, and develop HR Business Partners.
• Establish clear team priorities, expectations, and development plans.
• Build HR capability and promote consistent, high-quality support across the organization.
• Collaborate effectively with HR colleagues and business leaders within a matrixed environment.
• Build trusted relationships across organizational levels and functions.
• Apply sound judgment, business acumen, and problem-solving skills to complex organizational and people-related matters.

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; master’s degree preferred.
• Twelve or more years of progressive HR experience.
• At least eight years of experience in an HR Business Partner or HR leadership role.
• Demonstrated experience managing and developing teams.
• Experience leading HR Business Partners or comparable HR professionals.
• Demonstrated ability to influence and collaborate with senior leaders in a matrixed environment.
• Strong knowledge of employment law, HR best practices, and…