Human Resources Director at OraSure Technologies, Inc.

OraSure Technologies Inc. (OTI) empowers the global community to improve health and wellness by providing access to accurate, essential information. Our ability to positively affect change is powered by the innovative tools and diagnostics we deliver to the market.  Together with its wholly owned subsidiaries, OTI provides its customers with end-to-end solutions. It’s first-to-market, innovative products include rapid tests for the detection of antibodies to HIV and Hepatitis C (HCV) on the OraQuick® platform; sample self-collection and stabilization products for molecular applications; and oral fluid laboratory tests for detecting various drugs of abuse.   Overview  Here at the OTI our innovative sampling tools and diagnostics unlock access to accurate, essential information that advances global health and well-being. Our products include molecular sampling kits for the genome and microbiome, and rapid diagnostics for infectious disease.   The Director of Human Resources serves as a key strategic business partner responsible for the corporate functions and Sherlock teams. This includes oversight of employee relations, total rewards, performance management, and workforce planning. In addition, this role acts as the organization’s lead for compensation and serves as the benefits lead for the UK and Canada, as well as a partnered benefits lead for the US. Working closely with the broader OraSure HR team, the Director, Human Resources plays a central role in designing and delivering an exceptional employee experience and cultivating a high-performance culture that supports and accelerates the organization’s strategic goals. Snapshot of Responsibilities • Lead Talent Management Strategy: Drive all talent management initiatives for assigned business units, including workforce planning, succession planning, leadership development, performance optimization, and talent reviews. Ensure the right talent is in the right roles to support both short- and long-term business objectives. • Align People Strategy with Organizational Priorities: Ensure all talent and workforce plans are tightly aligned with the organization’s broader strategic goals, growth initiatives, and operating plans. Translate business needs into actionable HR strategies and programs. • Champion Change Management: Serve as a strategic partner to executive and functional leaders in the planning, execution, and communication of change management initiatives. Guide leaders through organizational transitions to ensure smooth adoption and minimal disruption. • Drive Organizational Design & Effectiveness: Collaborate with assigned leaders to evaluate, redesign, and optimize organizational structures, roles, and workflows to enhance efficiency, scalability, and clarity of responsibilities. • Lead M&A HR Activities: Oversee HR components of corporate mergers and acquisitions, including HR due diligence, risk assessment, employee integration planning, communications, culture alignment, onboarding, and organizational redesign. Act as the HR lead throughout the deal lifecycle. • Provide Expert Leadership Coaching & ER Guidance: Influence, consult, and advise leaders on complex workforce issues, including performance challenges, organizational conflict, employee relations matters, and sensitive personnel decisions. Act as a trusted advisor and escalation point. • Develop & Maintain HR Policies: Create, update, and implement HR policies, procedures, and documentation to ensure clarity, consistency, and compliance. Provide guidance and communication to leaders and employees on policy changes. • Manage Annual HR Cycles: Lead the full annual performance management and compensation processes, including goal-setting, calibration, merit planning, bonus administration, and alignment with compensation philosophy and market competitiveness. • Advance Culture, Engagement & Recognition: Lead, and support initiatives that reinforce the organization’s culture, drive employee engagement, promote inclusion, and celebrate employee achievements. Partner with leaders to develop recognition strategies that reinforce key behaviors. • Oversee Learning & Development Programs: Lead training and development initiatives for assigned teams, including onboarding, leadership development, compliance training, and role-specific learning programs. Evaluate training effectiveness and ensure continuous improvement. • Ensure Compliance & Risk Mitigation: Maintain full compliance with federal, state, provincial, and local employment legislation. Oversee internal HR audits, document management, and adherence to all quality and regulatory requirements from an HR standpoint. • Optimize HR Processes & Programs: Continuously evaluate HR systems, processes, and programs, recommending improvements that enhance efficiency, employee experience, and data-driven decision-making. • Cross-Functional Leadership: Partner closely with Finance, Legal, Operations, Quality, and other functions to ensure alignment, support business decisions, and advance enterprise-wide initiatives. • Other Duties: Perform additional responsibilities and special projects as assigned that align with the scope and seniority expected of a Director of Human Resources. What You Bring • 8 – 10 years of Human Resources experience • A minimum of 5 years Human Resources leadership experience with a demonstrated working knowledge in key Human Resources functions including performance management, compensation, recruitment, and employee relations • 5 + years of Benefits and Compensation expertise • Knowledge and experience with both Canadian and US employment labor laws • Excellent interpersonal and communication skills • Proven track record of building strong relationships with senior leaders • Flexibility and initiative required in order to respond effectively to changing priorities and projects • Must have a very good organizational ability and attention to detail • Demonstrated ability to work with professionalism and confidentiality, and is able to effectively multi-task and adapt to change in a very dynamic environment OTI encourages applications from all qualified candidates who represent the full diversity of the communities in which we operate.  We apply a rigorous, consistent, and equitable standard to the assessment of all candidates, regardless of race, color, national origin, sex (including pregnancy), sexual orientation, gender identity, disability status, age, religion, veteran status or any other protected characteristic. We are committed to creating a diverse and inclusive environment where all employees are welcomed and belong.     What we have to offer:  - Tiered Medical PPO, EPO, Vision and Dental coverage   - Disability and Life Insurance Benefits   - Generous 401K plan and company-matching contributions   - Highly competitive paid time-off   - Maternity Leave and Parental Leave Coverage   - Employee Referral Program – you may be eligible for a cash bonus if your referrals are hired    - Employee Assistance Program  - Employee Service Recognition   - Job-related Training Programs  - Ability to participate in Teams, Committees, Events and Clubs  - Depending on the role you may be eligible to work in a hybrid environment or fully remotely   - Free Onsite Parking    Please note, the above applies to full-time permanent positions. Culture, People & Community  OTI recognizes that the long-term health of our business is directly connected to the health of the planet, local communities and the OTI family of companies employees.   - LIVE IT Committee – committed to creating an environment that embodies our values   - All Means U: Employee Committee on Belonging hosts various events across all company locations such as monthly book club and mentorship program  - Wellness Committee empowers colleagues to make critical decisions to improve and protect health  - Sustainability Committee aims to minimize impact on the environment  - Social Committee who organize and run events for both remote and onsite employees, to create connection and community  At OTI, we have a clear vision; cultivate an environment of equal employment opportunity where we do not tolerate discrimination or allow the harassment of employees or applicants on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by law with regard to any employment practices.   OTI aims to create and foster workplaces that reflects and contributes to the global communities in which we do business and the customers and partners we serve. This includes all communities impacted by our corporate presence. As part of this commitment, OTI and its subsidiaries will ensure employees and applicants are provided reasonable accommodation per request.  If you require disability-related accommodation during the recruitment process, please contact Katheryn Viau at [Upgrade to PRO to see contact]. OTI will consult with all applicants who request disability-related accommodation during the recruitment process to ensure that the accommodation provided takes into account the applicant's individual accessibility needs.