Principal Strategic HR Business Partner

Nova Biomedical Corporation•Waltham, MA

11d•Hybrid

About The Position

A Principal Strategic HR Business Partner (PSHRBP) is a strategic leader within the human resources function who operates without direct people management responsibilities. By leveraging deep expertise and strong advisory skills, this role provides expert guidance, influence, and partnership to senior leadership, while focusing on business alignment, organizational effectiveness, and talent strategy. Although not directly managing a team, this PSHRBP has significant influence over organizational outcomes and is a key resource for senior leadership. If youre passionate about business partner strategy and want to be part of a team that is shaping the future of life sciences, wed love to hear from you, apply today!

Requirements

Influence: Demonstrated ability to influence senior leaders and stakeholders through credibility, business acumen, and effective communication.
Analytical Thinking: Skilled in interpreting HR metrics and data to drive strategic decisions.
Business Acumen: Understands business operations and aligns HR strategies to deliver measurable business outcomes.
Problem Solving: Navigates complex situations with a solutions-oriented approach.
Confidentiality: Maintains discretion and handles sensitive information with integrity.
Must have prior experience supporting a commercial organization.
Demonstrated business transformation and change leadership skills
12+ years of progressive HR experience, with the majority of those in strategic HRBP or roles.
Bachelors degree in Human Resources, Business Administration, or related field
Lifting up to 50 pounds
Sitting at a desk and working on a computer
Driving, as needed, between Nova Biomedicals locations in MA and ME
Traveling both domestically and internationally approximately 25% of the time

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

Responsibilities

Strategic Partnership: Serve as a trusted advisor to executive leadership, shaping HR strategy to support business objectives and drive organizational performance.
Organizational Design and Change Management: Lead and consult on organizational design, workforce planning, and change initiatives, ensuring smooth transitions and alignment with company goals.
Talent Management: Develop and implement talent management strategies, including succession planning, leadership development, and high-potential identification. May lead this programmatically for the full organization.
Employee Relations: Provide expert guidance on complex employee relations issues, risk mitigation, and compliance with employment laws and regulations.
Diversity, Equity & Inclusion: Foster an inclusive workplace culture and advise on best practices to enhance representation and belonging.
Data-Driven Insights: Utilize HR analytics to inform decision-making, identify trends, and recommend solutions to business challenges.
Policy Development: Advise on and help develop HR policies and programs that support organizational goals and ensure legal compliance.