Director, HR Business Partner

We believe that great healthcare is an essential safeguard of human dignity. At Laborie, we know the work we do matters – it’s what fuels our motivation and contributes to our success. If you’re ready to make a positive impact in the lives of patients across the globe, we’d like to meet you.We support and empower our employees to grow their careers in an environment that encourages a sense of belonging and a connection to doing good. We’re not afraid to roll up our sleeves to make our goals a reality and work together to solve for our customers. We reward and recognize our employees based on our values of Aspire to Greatness, Respect All, Own It, Working Together, Persist with Passion. Who We’re Looking For: We're seeking an a Director, Human Resources Business Partner (HRBP) to serve as a trusted advisor and strategic partner to executive leadership, supporting all Global Business Units (GBUs) with primary partnership to the Executive Vice President & General Manager, Urology, and the Vice President & General Manager, Sales.This role shapes organizational strategy through proactive talent, culture, and workforce initiatives, driving human capital planning, leadership capability, and organizational effectiveness across a complex, global, and highly regulated healthcare environment. The Director HRBP translates business priorities into scalable people strategies, influences organizational design, and fosters a culture of high performance, accountability, collaboration, and inclusion. The role is based in Portsmouth, NH, with flexibility to consider remote candidates who can meet the significant travel requirements needed to support leaders and teams across locations. The ideal candidate thrives in a dynamic, matrixed setting and balances long‑term strategic thinking with strong operational execution and sound judgment.  About the Role:Executive & Strategic Partnership

• Serve as a strategic HR advisor to the EVP & GM, Urology, the VP & GM, Sales, and senior GBU leaders, aligning people strategies with business objectives across all GBUs.
• Influence executive decision‑making through data, insight, and sound judgment in a complex, highly regulated environment.

Organizational Effectiveness & Talent Strategy

• Lead organizational design, workforce planning, and succession strategies to ensure the right capabilities, structures, and leadership bench are in place to support current and future operations.
• Coach senior leaders on leadership effectiveness, performance management, accountability, and change leadership.

Culture, Engagement & Change Leadership

• Champion a cohesive, high‑performance culture grounded in inclusion, collaboration, and accountability across a distributed and global workforce.
• Lead enterprise‑level change initiatives by advising on communication, readiness, leadership alignment, and employee adoption.
• Leverage engagement and listening data to drive targeted action plans and measurable improvement.

Employee Relations, Risk & Governance

• Provide executive‑level guidance on complex employee relations matters, ensuring consistency, fairness, and risk‑mitigated outcomes.
• Partner with Legal, Compliance, Quality, and EHS to ensure HR practices align with healthcare and medical device regulatory requirements.
• Influence HR policy governance and enterprise standards to balance compliance with a positive employee experience.

Enterprise HR Program Execution & Continuous Improvement

• Partner with Global HR COEs to deploy and operationalize core HR programs (performance management, compensation, leadership development, engagement) across operations.
• Translate global strategies into practical, manager‑ready execution at the site and enterprise level.
• Utilize HR analytics and metrics to identify trends, anticipate risks, and drive continuous improvement in talent outcomes and workforce health.

 What you Bring:

• Bachelor’s degree required; Master’s degree preferred (Human Resources, Business Administration, Organizational Development, or related field).
• 10–15 years of progressive HR experience, with 5+ years supporting executive or senior operational leaders in an HRBP c