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Strategic HRBP, Corporate Functions

Nobel Biocare

Role overview

Qualifications

  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field
  • 8+ years of progressive HR experience, including significant HR business partnering experience
  • Strong business acumen and ability to align HR strategies with business objectives
  • Demonstrated success in organizational design, talent management, and change leadership

Responsibilities

  • Partner with executive and functional leaders to understand business priorities and translate them into people strategies
  • Lead talent review and succession planning processes across corporate functions
  • Support organizational restructuring, operating model design, and team effectiveness initiatives
  • Utilize workforce metrics and people analytics to identify trends, risks, and opportunities

Key facts

Hard skills

Organizational Architecture Talent Management Workforce Planning Business Partnering Social Influences Employment and Labor Laws Executive Development

Other skills

  • Business Acumen
  • Analytical Skills
  • Problem Solving
  • Consulting
  • Coaching
  • Communication
  • Collaboration
  • Leadership
  • Decision Making

About the company

Nobel Biocare logo

Nobel Biocare

Medical Devices & Equipment

Nobel Biocare is a world leader in the field of innovative implant-based dental restorations – from single-tooth to fully edentulous indications. The company’s portfolio offers: - Dental implant systems - Individualized prosthetics and CAD/CAM systems - Treatment planning - Guided surgery solutions - Biomaterials Our goal is to empower dental professionals to give quality of life back to their patients. This philosophy is built on over 60 years of continuous innovation, all stemming from Per-Ingvar Brånemark’s ground-breaking discovery of osseointegration in 1952. Since then, we’ve helped our customers treat millions of patients. Privacy policy: http://bit.ly/2T1atvE Disclaimer: We welcome and encourage your comments and look forward to engaging with you. While you're here, we request that you follow a few basic guidelines: - If you wish to report product complaints, side effects or adverse events to us or have Customer Support related questions or inquiries, please contact Post Market Surveillance (PMS) team at productcomplaint@nobelbiocare.com.. Nobel Biocare will follow its normal process in referring any such reports to the appropriate department and, therefore, reserves the right to remove any such complaints or reports from this site. - To ensure that our page provides meaningful interactions, please keep comments on topic whenever possible. - Postings that are considered abusive, or that infringe copyright or intellectual property rights of others will be removed at our discretion. - We reserve the right to remove a topic or comment at our discretion. - The collection, storage, use, disclosure, retention and destruction of data on this page, including any personal data, are all subject as applicable, to Nobel Biocare’s Terms of Use and Privacy Policy.

Company details

Company typeLarge
IndustryMedical Devices & Equipment
Company size1001 - 5000

Links

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Job description


Job Description:

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to senior leaders within Corporate Functions of Envista and other enterprise support organizations. This role partners with business leaders to develop and execute people strategies that drive organizational effectiveness, talent outcomes, employee engagement, leadership capability, workforce planning, and business performance.

The future incumbent acts as a strategic consultant, leveraging data-driven insights to align talent initiatives with enterprise objectives while fostering a high-performance, inclusive, and values-based culture.

Key Responsibilities

Strategic Business Partnership

  • Partner with executive and functional leaders to understand business priorities and translate them into people strategies.
  • Serve as a trusted advisor on organizational design, workforce planning, talent management, succession planning, and change management.
  • Drive organizational effectiveness initiatives that enable business growth, productivity, and operational excellence.
  • Provide strategic counsel regarding leadership team effectiveness and culture transformation.

Talent Management & Succession Planning

  • Lead talent review and succession planning processes across corporate functions.
  • Identify critical talent gaps and develop strategies to build leadership pipelines.
  • Coach leaders on performance management, talent assessment, and career development.
  • Partner with Talent Management and Learning teams to implement development solutions aligned with business needs.

Organizational Design & Change Leadership

  • Support organizational restructuring, operating model design, and team effectiveness initiatives.
  • Lead change management efforts associated with organizational transformations, mergers, acquisitions, technology implementations, and process improvements.
  • Assess organizational health and recommend actions to improve engagement and performance.

Workforce Planning & Analytics

  • Utilize workforce metrics and people analytics to identify trends, risks, and opportunities.
  • Partner with leadership to forecast workforce needs, capability requirements, and talent investments.
  • Develop and monitor key HR metrics, including retention, engagement, diversity, productivity, and organizational health.

Employee Relations & Performance Management

  • Provide guidance on complex employee relations matters while ensuring compliance with company policies and employment laws.
  • Partner with Legal and Compliance teams on sensitive investigations and risk mitigation.
  • Drive a culture of accountability through effective performance management practices.
  • Coach leaders on difficult conversations, conflict resolution, and employee engagement.

Culture, Engagement & Inclusion

  • Champion initiatives that strengthen employee experience, engagement, inclusion, and belonging.
  • Partner with leadership to reinforce company values and desired leadership behaviors.
  • Support employee listening strategies and action planning based on engagement survey results.
  • Drive programs that enhance organizational culture and employee retention.

HR Program Leadership

  • Partner with Centers of Excellence (Talent Acquisition, Total Rewards, Learning & Development, DEI, HR Operations) to implement enterprise HR programs.
  • Ensure successful deployment of compensation, performance, talent, and leadership initiatives.
  • Influence enterprise workforce and talent strategies through active participation in HR leadership discussions.

Job Requirements:

Required

  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
  • 8+ years of progressive HR experience, including significant HR business partnering experience.
  • Experience supporting senior leaders and corporate functional organizations.
  • Strong business acumen and ability to align HR strategies with business objectives.
  • Demonstrated success in organizational design, talent management, and change leadership.
  • Strong analytical and problem-solving capabilities.
  • Excellent consulting, influencing, coaching, and stakeholder management skills.
  • Knowledge of employment law and HR best practices.
  • Must reside within a commutable distance to Brea, CA. This is not a hybrid or remote opportunity.

Preferred

  • Master's degree in Human Resources, Organizational Development, or MBA.
  • SHRM-SCP, SPHR, or equivalent certification.
  • Experience in complex, global, matrixed organizations.
  • Experience supporting executive-level leadership teams.

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Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.  At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

$135,400 - $165,500

Operating Company:

Corporate

Envista is a global leader in the dental industry, uniting more than 30 trusted brands—including DEXIS, Kerr, Nobel Biocare, and Ormco—under one mission: partnering with dental professionals to improve patients’ lives. With a heritage of category-defining innovation, our brands have shaped modern dentistry: Nobel Biocare introduced the first dental implant, Ormco is a pioneer in both traditional and digital orthodontics, DEXIS has long been at the forefront of 2D, 3D and intraoral imaging, and Kerr has supported clinicians for over 135 years. Our high-performing culture is underpinned by our CIRCLe Values and the Envista Business System. Guided by these, we deliver a comprehensive portfolio of technologies, consumables, and services that empower clinicians to provide confident, efficient care—today and for the future. Learn more at http://envistaco.com.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate.  Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes.  An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening.  Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

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Marcus Rivera

Chief Revenue Officer

m.rivera@company.com
linkedin.com/in/marcusrivera
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