Vice President of Human Resources

Position Title: Vice President of Human Resources                                   FLSA Status: Salary - Exempt        

Department: Human Resources                                                                     Location: Medacta USA Headquarters - Franklin, TN   

Supervisor: General Counsel                                                       

Medacta is a Swiss-based orthopedic company founded in 1999, renowned for its innovative products and surgical techniques. Medacta pioneered the Anterior Minimally Invasive Surgery (AMIS®) technique for hip replacements, MyKA Kinematic Alignment Platform for knee replacement, and NextAR Augmented Reality Surgical Platform for use in shoulder, spine, and knee procedures. Leveraging its extensive orthopedic expertise, Medacta introduced MySolutions technology, which provides surgeons with highly personalized pre-operative planning and implant placement methodologies. Utilizing advanced personalized kinematic models and 3D planning tools, MySolutions enhances surgical precision in hip, knee, shoulder, and spine procedures. Medacta's blend of orthopedic expertise and cutting-edge technology drives continual advancements in the field, enhancing patient care worldwide.

POSITION SUMMARY

The Vice President of Human Resources is a strategic and operational leader responsible for driving all aspects of the HR function while aligning with global HR strategy. This role partners closely with executive leadership to build a high performing, engaged, and scalable workforce that supports organizational growth. Our organization blends innovation, manufacturing excellence, and patient-centered solutions, supported by a diverse employee base spanning both corporate and operational roles. The VP of HR will lead talent strategy, organizational development, employee relations, and workforce planning across a complex, multi-site environment. This individual will also champion culture initiatives, leadership development, and data-driven decision-making.

KEY RESPONSIBILTIES

Strategic Leadership

• Serve as a trusted advisor to executive leadership on organizational design, talent strategy, and workforce planning.
• Align U.S. HR initiatives with global business objectives.
• Develop and execute HR strategies that support rapid growth, scalability, and operational excellence.

HR Operations & Talent Management

• Lead all HR functions, both strategic and operational, including full-cycle recruiting, onboarding, performance management, and offboarding.
• Oversee performance evaluation processes, driving accountability and alignment with company goals.
• Design and implement talent development initiatives to build leadership capability across all levels.

Team Leadership

• Manage and develop a team of HR professionals, fostering a culture of growth, accountability, and continuous improvement.
• Build a strong HR function capable of supporting a diverse workforce across multiple locations and job types.

Culture & Employee Experience

• Champion company values and culture programs, embedding them into recruiting, onboarding, and performance processes.
• Drive engagement initiatives that support both white-collar and blue-collar employee populations.

• Lead employee relations efforts, ensuring fair, consistent, and compliant practices.

Data, Metrics & Continuous Improvement

• Evaluate tools and implement HR metrics to track progress toward quarterly and annual organizational goals.
• Analyze HR reports, decisions, and outcomes to ensure alignment with business strategy.
• Recommend and implement HR policies, systems, and process improvements to enhance efficiency and scalability.

Talent Acquisition & Assessment

• Oversee innovative recruiting strategies, including the integration of behavioral assessments into hiring processes.
• Ensure hiring practices identify not only skills but also values alignment and long-term potential.

Compliance & Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations.
• Manage workforce policies and procedures across a multi-state and international environment.

QUALIFICATIONS

Educational Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Master’s degree preferred.
• HR certification (SHRM-SCP, SPHR) preferred.

Experience Requirements

• 10+ years of progressive HR leadership experience, including senior or executive-level roles.
• Background supporting both white-collar (corporate) and blue-collar (manufacturing, field, or operations) workforces.
• Experience in a growing organization preferred.
• Demonstrated success in scaling HR functions during periods of growth or transformation.

Required Skills & Abilities

• Strong strategic thinking combined with hands-on execution capability.

• Proven leadership and team development skills.
• Expertise in talent acquisition, organizational development, and employee relations.
• Demonstrated success in scaling HR functions during periods of growth or transformation.
• Excellent communication and stakeholder management skills, with the ability to influence at all levels.
• Experience using HR analytics and metrics to drive decision-making.
• Advanced computer skills, including data entry, data processing, communication tools and payroll and human resources software.

• Strong empathy and interpersonal skills.
• Robust attention to detail and analytically driven.
• Detailed understanding of human resources principles, practices, and procedures.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to function well in a high-paced and, at times, stressful environment.
• Proficient with Microsoft Office Suite or related software. 

• Physical Requirements:
  • Sitting: Extended periods at a desk or workstation.
  • Standing and Walking: Frequent movement within the office.
  • Lifting and Carrying: Light to moderate lifting of office materials, supplies, etc. Additional tasks may require reaching, manual dexterity, and visual acuity.
• Travel requirements:Travel of up to 5% may be required, domestic.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.