Job Description:

Our Enterprise Enabling functions are responsible for ensuring that the business operations of TMDX meet our growing and evolving business demand with a proactive, responsible, and forward-facing approach. The EE group encompasses multiple sub-teams: Finance, IT, Regulatory, Clinical Affairs, Aviation and logistics. In addition, this role will provide critical input and on-the-ground support for any potential M&A activity and international expansion. 

This HR Business Partner will be a key part of both the HR Team and the Enterprise Enabling Team(s) and will have overall responsibility for driving the timely execution of all HR related aspects of the Enterprise enabling functions’ strategy; short, medium, and long term. This is an extremely hands-on role and encompasses tactical execution including day to day human capital management and employee relations, while leveraging partnerships across the HR function to drive strategic initiatives and best practices. 

Working in partnership with internal HR Shared Services (Talent Acquisition, Talent Development, Total Rewards/HR Operations) the HR Business Partner can expect significant variety in an entrepreneurial culture which will draw on a wide range of experience and expertise including workforce planning, organizational design, on-boarding/off-boarding, performance management, total rewards, employee relations, and communications. This position is based full time in our Andover, MA headquarters and is expected to be fully on-site.

ESSENTIAL JOB RESPONSIBILITIES AND DUTIES INCLUDE:

The primary responsibility for this role is to ensure all HR activities required to enable day to day tactical operations and long-term strategy for assigned areas are executed including: 

Strategic Alignment:  In Partnership with the HR team, collaborate with enterprise enabling leaders to understand business objectives and align HR strategies to support functional and corporate goals. Proactively implement and manage HR initiatives that support the functional and company goals and drive employee attraction, engagement, performance, development, and retention.  Workforce Planning & Organizational Design: Engage in workforce planning activities to ensure the right talent is available for and aligned with current and future needs. Develop functional and cross functional career map, analyze staffing requirements, identify skill gaps, and organizational efficiency/efficacy, while proactively partnering with Talent Acquisition to define recruiting strategies and plans, develop job descriptions, conduct interviews, and oversee timely fulfillment of reqs, and quality of hire objectives.Talent Development: In collaboration with Talent Development, implement and support talent development initiatives and programs that enhance the skills and capabilities of employees in our enterprise functions including on-boarding, leadership development, and performance management. This includes Identifying and accelerating high-potential individuals, leading succession planning activities for these groups, and actively participating in succession planning initiatives across the organization, while proactively driving performance improvement in areas needed.Total Rewards:  In partnership with Total Rewards and compensation, create, analyze, and monitor total rewards programs that support business goals and attract and retain top talent.  Drive annual compensation review process and calibration for assigned teams, working with other HRBPs for org-wide alignment.  Manage approval processes and documentation for promotions, salary changes, spot awards, etc.Compliance and Policy Adherence:  Ensure compliance with policies, applicable employment laws, and regulations, leveraging the whole HR function and legal partners where needed.  Stay informed about relevant labor laws and regulations as they arise nationally/where relevant based on employee locations. Employee Relations: Serve as point of contact for the efficient investigation, management, and resolution of performance and conduct issues. Provide coaching and guidance to employees and managers for conflict resolution. Effectively handle sensitive communication and correspondence, with discernment with when to elevate issues  for additional visibility/remediation. Actively participate in the creation and implementation of HR strategy, projects, programs, and initiatives in support or organizational health and performance across the entire organization.Collaborate with the broader HR team and key leaders to establish HR metrics to continually improve and monitor the efficacy of HR programs towards driving desired outcomes and behaviors.  Perform other TransMedics tasks and duties as assigned. 

REQUIREMENTS:

5+ years of diversified HR experience with a working knowledge of talent acquisition, total rewards, talent development, performance management, employee relations, organizational design, succession planning, employee coaching  and employment law compliance. Must have experience supporting a diverse, multi-location, multi-shift workforce and providing HR support to all levels of the organization. Excellent business acumen with demonstrated agile learning mindset, including the ability to formulate strategy while executing tactically across many teams, levels, and situations in a rapidly growing and fast paced environment.Proven track record of assisting with the development, implementation, and continual improvement business focused HR strategies, policies, and practices, with a mindset of accountability & ownership.Strong written and verbal communication skills with the ability to influence and communicate effectively across the organization.Ability to handle highly sensitive and confidential situations with objectivity, candor, and confidence.Outstanding interpersonal skills and the ability to quickly establish credibility and earn trustProficient with Microsoft Office Suite and various HRIS/HCM platforms (experience with Workday a plus).

EDUCATION:

BS/BA in business, social sciences, or related fieldMaster’s degree in Industrial/Organizational Psychology, Business, HR, Communications, or related field preferred SPRH or SHRM-SCP, or other HR related certification a plus

TransMedics is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, marital status, age, disability or protected veteran status, or any other characteristic protected by law. We are committed to creating an inclusive environment for all employees.