HR Director

Nedap Inc•Burlington, MA

13d•Hybrid

About The Position

Nedap, a global technology company founded in 1929, is seeking an HR Director to lead its North American HR function. The company, with over 1,000 employees worldwide and a strong presence in North America for nearly 15 years, is focused on improving everyday work through innovative solutions. As Nedap accelerates its growth and professionalization in North America, this role is crucial for building a scalable HR infrastructure to support sustainable expansion and organizational maturity. The HR Director will act as both a strategic business partner and an operational HR leader, overseeing the entire employee lifecycle, including employee relations, compliance, talent management, organizational development, and HR operations. This senior HR leader will collaborate with local and global HR teams to align people strategy with business growth objectives, requiring deep U.S. employment law expertise, strong leadership coaching skills, and experience building scalable HR structures in a fast-growing, lean organization. The role emphasizes strategic leadership combined with hands-on execution in a dynamic environment, playing a critical part in strengthening leadership capability, workforce planning, and succession planning.

Requirements

Deep expertise in U.S. employment law and multi-state compliance, with strong understanding of regulatory requirements (e.g., FMLA, COBRA, I-9, EEO).
Comprehensive HR operations capability, including benefits administration, leave management, payroll coordination, HRIS systems, and compliance documentation, ensuring audit readiness and strong internal controls.
Strategic workforce and compensation insight, with familiarity in job architecture, salary benchmarking, and compensation structure alignment to support scalable growth.
Strong leadership coaching and employee relations expertise, including conflict resolution, investigations, performance management guidance, and the ability to act as a trusted, neutral advisor to managers and employees.
Talent acquisition and workforce planning capability, with experience supporting hiring strategies in growing organizations.
Organizational maturity and change management mindset, comfortable building structure in lean environments and guiding teams through growth-related transitions.
Cross-functional and cross-cultural collaboration skills, with experience working in international or matrixed organizations.
High level of discretion, integrity, and sound judgment, with strong analytical and problem-solving capabilities.
Ability to balance strategic thinking with hands-on execution in a fast-paced environment.
8-12+ years of progressive HR experience, including at least 3-5 years leading an HR function or serving as a senior HR business partner.
Valid U.S. driver’s license and eligibility for U.S. employment.

Nice To Haves

SHRM-CP or SHRM-SCP certification preferred.

Responsibilities

Act as the senior HR partner to U.S. leadership and a core member of the regional leadership team, translating business strategy into workforce planning, organizational design, and succession planning initiatives.
Support leaders in navigating growth, performance management, and change, while defining and monitoring key people priorities and metrics aligned to business objectives.
Own and drive the end-to-end recruitment strategy for North America, partnering with leadership to define hiring roadmaps aligned with growth objectives.
Build scalable recruitment capability and oversee execution, manage agency partnerships when needed, ensure a strong candidate experience, and ensure consistent and scalable hiring approach across the organization.
Lead complex employee relations matters, including investigations and performance issues.
Ensure compliance with U.S. employment regulations and mitigate risk through proactive governance.
Maintain and regularly update HR policies and the employee handbook.
Build and manage a compliance calendar (trainings, audits, and regulatory requirements).
Drive performance management frameworks, leadership coaching, employee engagement initiatives, and retention strategies.
Establish structured career development and succession planning processes.
Drive a culture of accountability through structured performance management (goals, check-ins, reviews).
Support and coach managers to improve effectiveness and leadership capability.
Oversee onboarding, offboarding, HR documentation, benefits administration, payroll coordination, and compliance reporting.
Strengthen internal controls and ensure audit readiness.
Ensure HR systems (e.g., BambooHR) are effectively used, with accurate data and efficient workflows.
Continuously improve core HR processes to support scalability.
Collaborate closely with the global HR team to ensure alignment on policies, processes, and key initiatives, while representing North America needs and ensuring effective local implementation.
Build scalable HR infrastructure and evolve the function from reactive support to structured, business-aligned partnership.
Identify process improvements and implement best practices across the employee lifecycle.
Lead initiatives to strengthen organizational effectiveness, culture, and employee experience.