Strategic Human Resources Advisor

Overview

The Advanced Regenerative Manufacturing Institute (ARMl)IBioFabUSA is a Member-driven non-profit, public-private partnership with a mission to advance the bioeconomy and transform the future of human health. ARMI provides technical and wrap-around commercialization services to companies seeking to advance technologies that will contribute to this impact.

The Impact That You Will Make

The Strategic Human Resources Advisor is a part-time senior leadership role that serves as a senior advisor and thought partner to the executive leadership team, providing strategic guidance on organizational effectiveness, leadership development, talent strategy, and people practices.

The Strategic Human Resources Advisor will partner closely with executives, HR leadership, and people managers to support leadership effectiveness, enhance management practices, and develop the capabilities needed to lead high-performing teams and support the organization's continued growth and success.

This position is designed for an accomplished HR executive who brings significant experience advising senior leaders, developing HR professionals and people managers, and translating organizational priorities into effective people and leadership strategies.

Your Role

Executive Partnership & Strategic HR Advisory

• Serve as a trusted strategic advisor and thought partner to executive leadership on organizational, leadership, talent, and workforce matters.
• Partner with executives to align people and leadership strategies with organizational priorities and long-term objectives.
• Provide strategic perspective on organizational design, succession planning, workforce planning, talent development, performance, and change management.
• Bring an organization-wide perspective to people strategy and organizational decision-making.
• Provide guidance on evolving HR practices, leadership trends, and opportunities to further advance organizational effectiveness.
  
  

Leadership & Management Development

• Design and advance leadership and professional development strategies for supervisors, managers, and senior leaders.
• Partner with people managers to enhance leadership practices in areas including communication, accountability, performance management, employee development, feedback, and team effectiveness.
• Identify opportunities to expand leadership and management capabilities across the organization.
• Develop practical tools, resources, training, and frameworks that support effective and consistent people leadership.
• Partner with executives to support leadership pipelines, succession planning, and development of emerging leaders.
• Promote a culture of continuous learning, leadership development, accountability, and professional growth.
  
  

Payroll & Benefits Oversight

• Provide executive-level oversight of payroll and employee benefits programs, with day-to-day management and administration, by the HR team.
• Provide strategic guidance regarding payroll and benefits practices, compliance, internal controls, program effectiveness, and organizational alignment.
• Partner with the HR team and executive leadership on benefits strategy, plan design, renewals, vendor relationships, and related organizational considerations.
• Support appropriate governance and oversight of payroll processes, compensation-related practices, and benefit programs.
• Stay informed of regulatory and industry developments affecting payroll and employee benefits and provide strategic guidance regarding organizational implications.
• Partner with the HR team and Finance leadership to support effective coordination of payroll, benefits, compensation, and related financial processes.
  
  

Organizational Effectiveness & Talent Strategy

• Partner with leadership to evaluate organizational structures, roles, capabilities, and future talent needs.
• Advise on succession planning, leadership continuity, retention, and development of key talent.
• Support organizational initiatives and evolving business priorities through effective people and change strategies.
• Identify opportunities to further strengthen culture, engagement, collaboration, and organizational effectiveness.
• Provide strategic guidance on performance management and professional development approaches that support organizational goals.
  
  

Required

Your Skills and Experiences

• 15 years of progressive HR experience, with at least 7–10 years in a senior executive role (e.g., Director, VP, or CHRO)
• Demonstrated expertise in employee relations and employment law.
• Experience coaching and mentoring professionals.
• Experience advising executive leadership on complex employment decisions.
• Strong knowledge of federal and multi-state employment laws.
• Exceptional judgment and discretion.
• Outstanding written and verbal communication skills.
• Team-oriented mindset with collaborative cross-functional approach
  
  

Preferred

• SPHR and/or SHRM-SCP certification.
• Bachelor's degree in Human Resources, Business Administration, or related field.
• Experience providing HR leadership within nonprofit or mission-driven organizations.
  
  

By applying, I understand that any offer of employment is contingent upon the successful completion of a background check, in accordance with applicable laws.