Director of Human Resources

Corporate Development

19 Newtown Turnpike, Westport, CT 06880

Full-Time, On-Site (1 work-from-home day) Position

About BioWave

BioWave is a Medtech company redefining pain management through our innovative, non-invasive technology that delivers powerful relief without drugs or surgery. We offer a range of products designed to meet the unique needs of different markets, delivering effective, customized pain relief solutions where they’re needed most. Our technology is backed by clinical evidence and real-world results, helping patients reduce pain, restore function, and reclaim their lives. Trusted by healthcare professionals, athletes, veterans, and individuals alike, BioWave targets pain at its source to provide long-lasting results.

Vision & Mission

Our Vision is to transform pain management by solving complex pain conditions with innovative, patented, drug-free technology and patient-first, collaborative support - empowering clinicians to deliver better outcomes and enabling people to reclaim their lives with less pain and more possibility.

Our Mission is to help people win their battle with severe pain.

Job Description

The Director of Human Resources will lead the development and execution of the Company’s people strategy during an important period of organizational growth.

Reporting to senior leadership, the Director will serve as a strategic advisor to the leadership team while maintaining responsibility for the effective delivery of HR programs and services. This individual will build scalable people practices that support business growth, strengthen leadership capabilities, attract and retain high-performing talent, and preserve the Company’s culture as the organization evolves.

The Director will provide leadership across talent management, organizational development, employee relations, performance management, workforce planning, compensation and benefits, learning and development, employee engagement, HR operations, and compliance.

The successful candidate will be both strategic and hands-on—comfortable advising senior executives while also building the processes, programs, and infrastructure required by a growing organization.

Duties And Responsibilities

People Strategy & Organizational Growth

• Develop and execute a comprehensive people strategy aligned with the Company’s business objectives and growth plans.
• Partner with senior leadership on organizational structure, workforce planning, talent requirements, and organizational capabilities.
• Translate business growth plans into short- and long-term workforce strategies.
• Identify organizational and talent risks and recommend proactive solutions.
• Develop scalable HR practices and infrastructure appropriate for a growing organization.
• Serve as a trusted advisor to senior leadership on people, organizational, and cultural matters.
  
  

Talent Acquisition & Workforce Planning

• Provide leadership and oversight of the Company’s talent-acquisition strategy.
• Partner with the Senior Recruiter to develop annual and quarterly hiring plans.
• Establish consistent standards for candidate assessment, interviewing, selection, and hiring decisions.
• Implement structured interview processes and candidate scorecards.
• Develop strategies for identifying and attracting high-performing talent.
• Monitor recruiting effectiveness, quality of hire, time to fill, offer acceptance, and other key metrics.
• Build internal talent pipelines and succession plans for critical positions.
  
  

Culture & Employee Engagement

• Partner with leadership to clearly define the values and behaviors that represent the Company’s culture.
• Develop programs that reinforce those values throughout the employee lifecycle.
• Establish regular mechanisms for employee feedback, including engagement surveys, stay interviews, and exit interviews.
• Develop employee recognition and communication programs.
• Monitor organizational health and recommend actions to improve engagement and retention.
• Help preserve the Company’s culture while successfully integrating significant numbers of new employees.
  
  

Leadership & Manager Development

• Develop a structured manager-development program.
• Establish expectations and competencies for people managers.
• Coach managers and senior leaders on employee leadership, communication, performance, and organizational effectiveness.
• Identify future leaders and develop succession and development plans.
• Partner with leadership to strengthen management capabilities as teams expand.
  
  

Performance & Talent Management

• Design and oversee the Company’s performance-management framework.
• Establish consistent goal-setting, feedback, review, and development processes.
• Implement talent-review and succession-planning processes.
• Develop career paths and internal mobility opportunities.
• Identify high-potential employees and critical talent.
• Partner with managers to address performance issues appropriately and consistently.
  
  

Learning & Development

• Develop the Company’s learning and development strategy.
• Partner with department leaders to identify organizational and individual capability gaps.
• Leverage Allego to create scalable learning programs for onboarding, leadership development, compliance, systems, and professional skills.
• Establish metrics for training participation and effectiveness.
• Ensure learning programs support both immediate business requirements and longer-term employee development.
  
  

Employee Relations

• Serve as the senior internal HR resource for employee-relations matters.
• Coach managers on performance, communication, conflict resolution, and employee issues.
• Conduct or oversee investigations when appropriate.
• Ensure consistent and fair application of company policies and practices.
• Partner with external HR and legal resources on complex matters when necessary.
  
  

Compensation, Benefits & Total Rewards

• Develop and maintain a competitive compensation philosophy.
• Establish appropriate salary structures, job levels, and compensation practices.
• Partner with the Company’s outside benefits consultant on benefits strategy, design, administration, and employee communication.
• Conduct periodic compensation benchmarking.
• Advise leadership on compensation, promotion, and retention decisions.
• Ensure total rewards programs support the Company’s talent and retention objectives.
  
  

HR Operations, Systems & Analytics

• Provide strategic oversight of ADP and other HR technology.
• Ensure HR systems and processes can scale with organizational growth.
• Establish HR dashboards and regular reporting for senior leadership.
• Develop metrics covering headcount, recruiting, turnover, retention, engagement, performance, compensation, training, and workforce trends.
• Use workforce data to identify risks and recommend actions.
• Ensure employee records, policies, processes, and documentation are accurate and appropriately maintained.
  
  

Compliance & Risk Management

• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Maintain and periodically review the employee handbook and HR policies.
• Partner with outside HR and legal advisors as appropriate.
• Identify emerging employment risks and proactively address them.
• Ensure managers understand their responsibilities regarding company policies and employment practices.
  
  

Leadership of the HR Function

The Director Of Human Resources Will Provide Leadership And Coordination Across The Company’s Internal And External HR Resources, Which May Include

• Senior Recruiter
• Junior Recruiter / Recruiting Coordinator
• External HR consultant
• External benefits consultant
• HR technology and other specialized vendors
  
  

As the organization grows, the Director will recommend the appropriate future structure and staffing of the HR function.

Required Experience/Skills

• Approximately 8–12 years of progressive Human Resources experience.
• Prior HR leadership experience within a growing small or mid-sized organization strongly preferred.
• Demonstrated experience partnering with senior executives and managers.
• Strong experience in talent management, employee relations, organizational development, performance management, compensation, and workforce planning.
• Experience developing HR programs and processes in a growing organization.
• Strong understanding of applicable employment laws and HR best practices.
• Experience with HRIS platforms; ADP experience preferred.
• Experience with learning-management or enablement platforms beneficial.
• SHRM-SCP, SPHR, or similar senior HR certification preferred.
  
  

Nice-to-Haves

• A strategic thinker who is also willing to execute.
• A credible and trusted advisor to senior leadership.
• Business-minded rather than solely HR-process focused.
• Comfortable challenging leadership constructively when appropriate.
• Highly approachable and trusted by employees.
• Skilled at coaching managers and developing leaders.
• Data-driven and comfortable using workforce analytics to make recommendations.
• Proactive and able to anticipate organizational needs.
• Comfortable creating structure without creating unnecessary bureaucracy.
• Collaborative, practical, and solutions-oriented.
• Effective in an organization experiencing significant growth and change.
  
  

First-Year Priorities

During the first 12 months, the Director of Human Resources will be expected to:

• Develop a comprehensive workforce and talent plan aligned with the Company’s growth strategy.
• Assess the current HR infrastructure and establish a roadmap for scalable people processes.
• Formalize the Company’s structured hiring and candidate-assessment methodology.
• Strengthen onboarding and establish consistent 30/60/90-day new-hire expectations.
• Define and document the behaviors that represent the Company’s culture and incorporate them throughout the employee lifecycle.
• Establish a consistent performance-management process.
• Develop a manager and leadership-development program utilizing Allego and other appropriate resources.
• Establish employee-engagement and retention measurement.
• Develop succession plans for critical roles and high-potential employees.
• Create an executive HR dashboard with meaningful workforce metrics.
  
  

Measures of Success

Performance will be evaluated through a combination of business and people outcomes, including:

• Successful execution of the workforce plan
• Quality and speed of hiring
• New-hire retention
• Overall employee retention and regrettable turnover
• Employee engagement
• Manager effectiveness
• Internal promotions and succession readiness
• Training and development participation
• Performance-management effectiveness
• HR operational efficiency
• Leadership satisfaction with HR partnership
• Preservation and strengthening of the Company’s culture during growth
  
  

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred.
  
  

Pay & Benefits Summary

• Total comp: $140,000 – $150,000 (inclusive of management bonus)
• Medical, Vision, Dental Insurance Available
• 401K- discretionary 2.5% employer match
• Basic/Voluntary Term Life Insurance
• Long Term Disability
• HSA Accounts
• PTO Years 1 and 2, 15 days, Year 3 onwards 20 days
• 12 paid public holidays
• Remote work environment (East coast hours required initially)
• Reimbursement for travel(sales)
  
  

Legal Disclaimer(s)

Exempt: As an exempt employee, your position is classified as exempt from overtime requirements under the Fair Labor Standards Act (FLSA) and applicable state laws. You will be paid a salary intended to compensate you for all hours worked, and you will not be eligible for overtime compensation.

BioWave is committed to the principles of equal employment opportunity and providing reasonable accommodations to qualified individuals with disabilities. If you require assistance or accommodations to complete the application process or to perform the essential functions of this position, please contact phoebe.jamieson@biowave.com.

This job description is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all responsibilities, duties, or skills required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.