HR Director

Originally founded in 1929 in the Netherlands, Nedap is a global technology company dedicated to creating innovative, high-impact solutions that improve everyday work. With over 1,000 employees worldwide, Nedap is recognized as a global leader in RFID platform solutions, driving digital transformation across multiple industries.

In North America, Nedap has been operating for nearly 15 years and continues to scale rapidly across three key markets. As the organization accelerates its growth and professionalization, we are strengthening our local leadership structure, including building a robust HR function to support sustainable expansion and organizational maturity.

The HR Director leads the North American HR function and is accountable for building a scalable, business-aligned people infrastructure. Acting as both a strategic business partner and operational HR leader, this role holds end-to-end accountability for the full employee lifecycle across employee relations, compliance, talent management, organizational development, and HR operations.

As the senior HR leader in the region, this role partners closely with local leadership and global HR teams to align people strategy with business growth objectives. Success in this role requires deep U.S. employment law expertise, strong leadership coaching capability, and demonstrated experience building scalable HR structures in a fast-growing, lean organization. This role combines strategic leadership with hands-on execution and requires the ability to operate effectively in a dynamic, scaling environment.

This position plays a critical role in strengthening leadership capability, workforce planning, and succession planning to support sustainable growth.

Key responsibilities:

People Strategy & Business Partnership: 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.

Talent Acquisition & Workforce Planning: Own and drive the end-to-end recruitment strategy for North America. Partner 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.

Employee Relations & Compliance: 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).

Performance, Development & Engagement: 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.

HR Operations & Governance: 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.

Organizational Development & Professionalization: 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.

What we’re looking for:

• Deep expertise in U.S. employment law and multi-state compliance, with strong understanding of regulatory requirements (e.g., FMLA, COBRA, I-9, EEO). SHRM-CP or SHRM-SCP certification preferred.
• 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.

Other requirements:

• 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
• This is a hybrid role based in Burlington, MA, requiring in-office presence 3-4 days per week
• Domestic and international travel (15-25%), including trips to our headquarters in the Netherlands
• Valid U.S. driver’s license and eligibility for U.S. employment

Prolonged Desk Work: Extended periods of sitting at a desk and working on a computer, requiring good posture and ergonomic practices. Lifting requirements: must be able to occasionally lift and carry items weighing 15-20 pounds

What We Offer

• Competitive salary
• Health, dental, and vision insurance
• 401(k) with company match
• Life, LTD, and STD insurance coverages
• Flexible work hours and remote options
• Paid time off (PTO) and parental leave
• A professional environment that supports personal and professional growth — “First People, then Technology”

Nedap is proud to be an Equal Opportunity Employer, committed to fostering a diverse, inclusive, and equitable work environment where every individual is valued and empowered to thrive.  Nedap provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to age, color, sex, disability, national origin, race, religion, veteran status, or any other characteristic protected by federal, state or local laws.

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