VP Human Resources, Scientific Products

COMPANY OVERVIEW:
At ATS, a $3B publicly traded global enterprise with a proud 47-year history, we are helping advance the future with our factory-wide automation solutions. ATS Scientific Products (SP) has a history that spans 100+ years, SP story is defined by our legacy of expertise. Our esteemed portfolio of brands includes FTS, Genevac, Hotpack, Hull, VirTis, Bel-Art, Wilmad, Service, and Training. With proficiencies that span a range of industries and applications, our specialized knowledge and experience ensures that no matter where you are in your journey, we can support your needs. SP has the following locations: Warminster, PA; Gardiner, NY; Stone Ridge, NY; Vineland, NJ; Pocomoke, MD; and Ipswich, UK. and has 515 employees with revenue of $150M.

POSITION SUMMARY:
The Vice President, Human Resources, SP serves as the senior HR leader and strategic business partner to the SP leadership team. This role is responsible for shaping and executing the People strategy that enables organizational growth, operational excellence, talent development, and cultural alignment across a complex, global, multi‑site Life Sciences business.

The VP, Human Resources leads the full spectrum of HR functions—including talent management, organizational design, leadership development, succession planning, employee relations, compensation strategy, and workforce planning—ensuring that HR initiatives directly support business objectives and long‑term enterprise priorities. This position provides counsel to senior executives, drives change management for critical organizational transformations, and ensures compliance with regulatory, quality, and industry‑specific requirements tied to the Life Sciences sector.

KEY RESPONSIBILITIES

Strategic Leadership & Business Partnership

• Serve as the primary HR advisor to the SP President and leadership team, influencing business strategy through people insights and organizational expertise.
• Lead the development and execution of the HR strategic plan aligned to divisional and enterprise goals.Act as a thought partner on organizational effectiveness, worforce capability, and culture initiatives.

Organizational Development & Talent Management

• Lead organizational design efforts to ensure structure, roles, and capabilities support business strategy.
• Oversee talent management processes—including succession planning, leadership development, and high‑potential identification—to maintain a strong leadership pipeline.
• Champion initiatives that enhance employee engagement, performance, and retention.

Workforce Planning & Talent Acquisition

• Develop strategic workforce plans to anticipate future business needs and emerging skill requirements.
• Partner with Talent Acquisition to attract and onboard scientific, technical, and commercial talent across global locations.

Change Management & Culture

• Lead organization-wide change initiatives, ensuring strong communication, alignment, and adoption.
• Drive and actively embed continuous improvement into the culture through the use of ABM (ATS Business Model) tools.
• Enhance leadership capability to manage change, develop teams, and strengthen accountability.

Employee Relations, Compliance & Risk Management

• Establish and maintain positive employee relations across all sites, ensuring consistent and fair application of HR policies and practices.
• Ensure compliance with global employment laws, industry regulations, and quality standards relevant to Life Sciences operations.
• Mitigate HR-related risks and proactively resolve workforce issues.

Compensation, Rewards & HR Operations

• Partner with Total Rewards to ensure competitive pay structures, equitable practices, and effective incentive programs.
• Support annual processes including compensation planning, performance management, and budgeting.
• Drive continuous improvement of HR systems, processes, and analytics to enhance decision-making.

Team Leadership

• Lead, coach, and develop a high-performing HR team.
• Foster strong partnerships with HR Centers of Excellence to deliver seamless end-to-end HR solutions.
• Model enterprise leadership behaviors and cultivate a culture of collaboration, innovation, and accountability.

ATS Values: “People, Process, Performance

• People: Having the best team and winning as a team. The foundation of a great company is having the best team which is why we continuously work to develop, engage, empower and energize our people. We support our people to foster a safe, positive, and inclusive work environment where everyone is respected and given the opportunity to do their best.
• Process: Our commitment to continuous improvement. We align around the ATS Business Model to pursue continuous improvement in all aspects of our business. With a balance of strategic thinking and tactical execution, we ensure that we are delivering value for our customers today and in the future.
• Performance: Delivering results for our customers, shareholders, and employees. We compete to win every day, always with uncompromising integrity and holding ourselves to the highest ethical standards. We develop innovative solutions to complex problems and deliver a unique value that fuels growth in our markets.

QUALIFICATIONS:

• Bachelor’s degree required, Master’s degree in HR, Business, or related field preferred.
• 10+ years of progressive HR leadership experience, including experience supporting senior executives.
• Demonstrated experience in the Manufacturing or industrial sector
• Experience in Life Sciences, medical device, biotech, pharma, or other highly regulated industries strongly preferred.
• Proven track record of leading both organizational and business transformations while building strong leadership pipelines.
• Experience leading multi-site or global HR teams.
• Demonstrated sustained performance under pressure / resilient.

HSE

All managers are responsible for creating a positive safety culture and maintaining a safe and healthy workplace. It is the responsibility of each manager to ensure that employees receive regular training regarding health, safety and environmental matters. Each manager is also accountable to ensure that HSE matters are addressed in a timely manner and that compliance with both legislative and corporate requirements are maintained.

Manager responsibilities for Health, Safety and Environment include:

• Demonstrate leadership in Health, Safety and Environment compliance
• Hold team members accountable for health, safety and environmental compliance as part of the annual performance review process
• Ensure that the requirements of the health, safety and environment management system are implemented and maintained
• Carry out hazard assessments, inspections, and audits as required by legislative framework and/or corporate requirements
• Ensure that training is provided to all departmental employees are per established training matrix
• Implement appropriate corrective measures for unsafe conditions and unsafe acts
• Ensure that appropriate equipment, materials and protective devices are provided and maintained in safe condition
• Provide information, instruction and supervision to employees
• Take every precaution reasonable in the circumstances for the protection of employees