Offer summary

Qualifications:

Bachelor's degree in Business, Finance, Human Resources, or related field., At least 6 years of experience in HR controlling, M&A HR due diligence, or related areas., Deep understanding of global HR cost drivers, compliance risks, and compensation models (preferred)., Proficiency in Excel, financial modeling, HRIS, and reporting tools like Workday or SAP SuccessFactors..

Key responsibilities:

Evaluate and analyze HR financial risks during mergers and acquisitions.

Support end-to-end HR due diligence processes and prepare executive reports.

Model financial impacts of integration plans, including cost synergies and restructuring.

Collaborate with cross-functional teams to support M&A transactions and integration efforts.

Job description

Work Flexibility: Remote or Hybrid or Onsite

What you will do

As a Senior HR Due Diligence Specialist in our global Medtech organization, you will play a critical role in evaluating and shaping the human capital aspects of mergers, acquisitions, and strategic partnerships. With a strong focus on HR-related financial due diligence analysis, you will assess labor cost structures, workforce liabilities, and people-related risks across complex, often international targets—contributing to data-driven decisions that enable business growth and innovation in the healthcare technology space.

 Additional responsibilities:

Support the HR due diligence workstream in Medtech M&A transactions, including mergers, acquisitions, divestitures and integration support
Analyze HR financials risks such as:
- Executive change in control agreements, equity walk-away values, etc.
- Workforce cost structures (fixed vs. variable costs)
- Compensation and benefits programs (incl. bonus, equity, retirement, pension schemes, health and welfare, time off, severance plans, etc.)
- Global payroll data, FTE trends, and independent contractor spend
- Legal exposures (Change-in-control, severance, 280G risks, works councils, collective agreements, employment litigation)
- Headcount-related liabilities (e.g. accrued vacation, transaction related bonuses as well as accrual of annual bonuses, retention plans)
Model financial impacts of integration plans, including cost synergies, restructuring expenses, and workforce transition scenarios
Partner with cross-functional teams from HR, Corporate Finance, Legal, Compliance, and external advisors to support end-to-end M&A processes
Provide HR finance input for integration plans, TSA agreements, and Day 1 readiness
Prepare and present executive-level reports and risk assessments
Contribute to the development of due diligence playbooks, process frameworks, and best practices specific to the medtech environment

What you need

Required

Bachelor's degree in Business, Finance, Human Resources or related and 6 + years of work experience required OR 12+ years of total work experience will be considered in lieu of degree
6+ years of work experience
HR Controlling/Finance, M&A HR due diligence, corporate financial transactional service, or related experience

Preferred

Experience within the life sciences or medtech industry
Deep understanding of global HR cost drivers, compliance risks, and compensation models
Advanced Excel and financial modeling skills; proficiency with HRIS and reporting tools (e.g., Workday, SAP SuccessFactors, Power BI)
Fluent in English with the ability to work and write in another language

$87,600-186,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: None

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Required profile