Vice President of Human Resources

Industrial Scientific is looking for a dynamic, driven, and inspiring Vice President, Human Resources to head the global HR function and deliver culture, organization, and talent outcomes. Industrial Scientific is a global leader in safety-as-a-service, gas detection, and environmental sensing. Founded and headquartered in Pittsburgh, PA, the company has grown operations to ~1,000 team members in 21 countries with multiple manufacturing and service locations. The successful candidate for this role will have experience designing and delivering people focused programs globally, at-scale and at-pace, that grow our people, our impact to customers, and ultimately grow our business.   

This role serves as the strategic HR leader and trusted advisor to Industrial Scientific’s President and senior leadership team, shaping the people, leadership, and culture agenda that drives business performance. 

We are seeking a business-driven, hands-on HR executive who thrives in complex environments and brings deep curiosity about how people, culture, and capability fuel results. As a core member of the Operating Company leadership team, you will play an integral role in the business operating cadence—ensuring talent strategies are tightly aligned to strategy, execution, and outcomes. 

This role requires an HR leader who can operate independently, influence decisively, and translate business strategy into actionable human capital solutions—both for today and for the future. You will partner closely with enterprise Centers of Excellence (COEs) and HR Operations while leading a high-performing HR Business Partner team within the OpCo. 

This position is based in Pittsburgh, PA, supports global senior leaders, reports to the Operating Company President, and directly leads a team of HR Business Partners. 

Why This Role 

This is a high-impact, enterprise-visible HR leadership role for someone who wants to shape the future of a growing global business headquartered in Pittsburgh but with 15 sites across the globe — not from the sidelines, but from the center of the action. You will: 

• Sit at the table with senior business leaders and directly influence strategy and results 

• Lead meaningful organizational and leadership transformation in a dynamic, global environment 

• Build and scale talent and culture in ways that create competitive advantage 

• Balance enterprise partnership with real ownership and accountability at the OpCo level 

For an HR executive who wants breadth, depth, and real business impact, this role offers a compelling next step. 

Key Responsibilities 

Strategic HR & Business Partnership 

• Serve as the primary HR advisor to senior leaders, translating business priorities into talent, organization, and culture strategies that deliver results. 

• Bring strong business, market, and industry insight to inform both short- and long-term human capital decisions. 

Organization, Talent & Leadership 

• Lead organizational design, workforce planning, succession planning, talent management, and skills development, ensuring alignment with strategic goals. 

• Share OpCo talent insights with HR COEs to inform enterprise strategy, solutions, and innovation. 

• Coach senior leaders on leadership effectiveness, performance management, and career development. 

Data-Driven Decision Making 

• Analyze business and people metrics—including retention and employee experience—to identify trends and recommend systemic interventions that improve organizational health. 

• Establish visual management and operating mechanisms to track effectiveness of talent and culture initiatives and drive continuous improvement. 

Culture, Change & Engagement 

• Partner with leaders to build and sustain an engaging, high-performance, and inclusive growth culture. 

• Lead and support organizational change initiatives and drive change management, including leadership transitions, organizational redesign, mergers and acquisitions, and cultural transformation. 

• Lead strategy and execution for employee events (townhalls, employee appreciation events, seasonal celebrations, community outreach events) that drive an engaging culture. 

• Provide guidance on pay-for-performance decisions, including merit, promotions, LTI, and job leveling. 

Collaboration, Communication & Risk Management 

• Foster strong communication, trust, and collaboration across the senior leadership team. 

• Partner with HR COEs to build scalable recruiting and talent pipelines. 

• Ensure compliance with employment laws and HR policies, reinforcing ethical leadership, integrity, and proactive risk management. 

HR Team Leadership 

• Build, lead, and develop a high-performing HR Business Partner team capable of delivering strategic and operational impact. 

• Provide coaching, feedback, and development opportunities to strengthen the bench of future HR leaders. 

Preferred Qualifications 

• 10+ years of progressive experience in Human Resources, Talent Management, or a related leadership role. 

• Proven success as a strategic HR business partner with strong business acumen and executive-level influence. 

• Deep expertise in organizational design, workforce planning, talent management, and leadership succession.