Human Resources Manager, HR Business Partner

HISTOSONICS INC•Plymouth, MN

24d•$150,000 - $170,000•Hybrid

About The Position

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.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field (HR certification preferred – SHRM-CP, PHR).
8+ years of progressive HR experience (preferably in Medical Device or another high-growth, regulated environment), including experience as an HRBP independently supporting Director- and/or VP-level leaders.
Experience supporting a commercial organization (e.g., Sales, Marketing) as an HRBP preferred, including familiarity with incentive compensation structures and the pace/culture of a commercial client group.
Demonstrated ability to independently own and resolve employee relations matters, exercising sound judgment on when to escalate.
Experience coaching and developing people managers.
Strong knowledge of employment laws, HR best practices, and organizational development principles.
Ability to build strong relationships and influence Director- and VP-level stakeholders.
Comfortable operating in a fast-paced, high-growth organization; thrives in ambiguity.
High emotional intelligence, business acumen, and a collaborative mindset.
Demonstrated readiness for growth into a leadership role within an HRBP team.

Nice To Haves

HR certification preferred – SHRM-CP, PHR
Experience supporting a commercial organization (e.g., Sales, Marketing) as an HRBP preferred, including familiarity with incentive compensation structures and the pace/culture of a commercial client group.

Responsibilities

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 escalate 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, monitor engagement, and measure the effectiveness of people programs.
Present insights and recommendations to Director- and VP-level stakeholders to influence people strategy.