Offer summary

Qualifications:

Bachelor's degree required with 10+ years of experience or 16+ years of total work experience., Previous HR or role-related experience is necessary., Experience in multiple HR disciplines or client groups preferred., Experience supporting large sales or commercial organizations in a global, matrix organization..

Key responsibilities:

Partner with senior leaders to develop and execute talent strategies.

Provide HR support related to workforce planning, performance, and employee relations.

Coach managers and leaders on HR and business issues.

Analyze HR data and recommend solutions to support organizational culture and strategy.

Job description

Work Flexibility: Remote

What you need

As the Senior Manager, HRBP you will be the strategic HR leader for Stryker’s Upper Extremities sales organization as it continues its rapid growth. You will be responsible for executing the talent strategy, providing a consistent experience to leaders, directors, managers and employees and supporting and executing the engagement strategy for the market. You’ll partner with senior leaders to architect robust talent solutions, drive a world-class performance culture, and ensure our growing sales force exceeds its aggressive targets. Your ability to translate commercial and financial insights into people strategy will be critical to our success.

Human Resources Expertise

Deliver HR partnership to Managers, Directors and Senior Leaders through workforce planning, talent management, performance management, employee relations and the orchestration of other HR services for assigned business unit or geography as the subject matter expert in Human Resources.

Relationship Management

Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders. 
Influences Senior Leadership of assigned business unit or geography in order to execute HR Strategy.

Business Acumen

Provides business partnership to Leaders and Directors and Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions.

Consultation

Proactively coaches managers, directors and business leaders on HR and business- related issues. .

Leadership

Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate.

HR Insights

Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to Managers, Directors and Senior Leaders and recommends solutions that support the culture and the defined HR strategy.

What you need

Required qualifications

Bachelor's degree and 10+ years of working experience required or 16+ years of total work experience required

Previous HR or role-related experience required

Preferred qualifications

5+ years business-facing HR, HR COE, HR Operations, or role-related experience
Experience in multiple HR disciplines or client groups 
Experience working in a large, global, matrix organization
Experience supporting a large sales or commercial organizations
Preferred candidate will sit near a Stryker location

$129,600- $264,500 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: 20%

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