Partners with site leadership to develop and implement strategies to take the business to the next level. Working with HR COEs to ensure leadership for strategic workforce planning, organization changes and re-alignments, and future of work implementation. Design change strategies that build upon our fast paced & inclusive culture.
Develop a strong knowledge of the business, products, markets, competitors, and serve as a key business partner, trusted advisor, and change agent.
Ensure effective utilization and alignment of HR with business needs.
Partner with management to ensure effective organization structure, design, and staffing models in line with organization capability requirements, to help increase overall organization effectiveness
Suggest and implement activities to build a common focus and united team approach within each group in the organization.
Partner with clients to implement regular Talent Reviews, Organization Reviews, Career Development Planning, Performance Reviews, Workforce Planning, Organization Health assessments and surveys, etc.
Talent Acquisition:
Partner with the COE Talent Acquisition Team to identify critical talent and build organization capabilities.
Effectively develop strategies to recruit and fill open positions and future talent needs with superior talent, while ensuring a diversity of talent for each open position.
Support client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization.
Work to build internal bench strength in client organizations so that we have the right talent, at the right place, at the right time.
Total Rewards Management:
Partner with the COE to effectively implement and communicate Medtronic compensation and benefits programs to successfully attract, motivate and retain employees.
Assist in identifying and developing innovative incentive/reward systems which address the unique needs of this location
Ensure clear differentiation of performance in rewards and recognition.
Employee Relations & Communications:
Partner with the COE Employee Relations hub and leadership to anticipate, identify and facilitate resolution of employee relations issues.
Act as internal consultant, identifying and partnering with others as appropriate, in addressing issues (e.g. employee morale, interpersonal issues, turnover, work conditions, etc.).
Counsel leaders consistent with Medtronic policies/practices, legal considerations, and company priorities—advocating both company and employee concerns.
Possess a thorough knowledge of relevant legislative requirements and ensure Medtronic’s employment practices are compliant.
Training, Development and Performance Management/Leadership:
Partner with the COE Global Learning and Leadership Development Team to lead and implement the employee and leadership development strategy within their assigned client organizations.
Consult on the site training and development needs within their client groups.
Develop strategies to identify targeted development needs within their groups and improve opportunities to deliver training.
Ensure that client groups and HR direct reports have clear expectations and receive regular informal performance feedback along with cycle driven formal feedback.
MUST HAVE:
Bachelor's degree and 10+ years of progressive HR experience and 7+ years of managerial experience, or advanced degree with a minimum of 8 years progressive HR experience and 7+ years of managerial experience.
Typically has mastery level knowledge and skills within a specific technical or professional discipline with broad understanding of other areas within the job function.
Experienced HR leader with a successful track record in a fast paced global business.
Previous HRBP roles in medical device, technology or healthcare, supporting leadership teams in developing and executing HR Strategy.
SKILLS/COMPETENCIES:
Results orientation – has the ability to meet goals consistently and go beyond them. Demonstrates a high sense of urgency, creativity, & is comfortable leading through ambiguity & managing manage multiple projects.
Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
Strategic Orientation – able to think beyond own area and apply critical thinking, incorporating both analytical and conceptual abilities.
Collaborative: Reaches across boundaries internally and externally to develop and extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders
Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization)
Consulting: Strong coaching, consulting and facilitation skills
Seniority level
Mid-Senior level
Employment type
Contract
Job function
Human Resources
Industries
Staffing and Recruiting
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