Sr HR Business Partner, Emergency Care, R&D, and Finance in Redmond, WA bei Stryker Corporation

Datum der Veröffentlichung: 9/29/2019

Stellenauszug

Stellenbeschreibung

Who We Want:

  • Forward thinking HR professional who is invested in strategy, change management, collaborative partnership, and influencing across divisions.

Position Summary:

This position is 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.  The Senior HR Business Partner provides HR partnership to managers, directors and leaders of an organization focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy.  The Senior HR Business Partner performs needs analysis to identify gaps in areas of compensation, talent, recruiting and change management and partners with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned business unit.  They possess a solid understanding of all HR functions and works with business clients and/or HR partners in areas such as employee relations, compensation, and performance management.

Essential Duties & Responsibilities: (Detailed Description)

Human Resources Expertise

  • Deliver HR partnership to R&D Managers, Directors and Senior Leaders through workforce planning, talent management, performance management, employee relations and the orchestration of other HR services for the Emergency Care business, based in Redmond, WA
  • Implements change based on proven change management techniques
  • Applies policies and procedures across organization; interprets both policies and changes to policy
  • Applies compliance knowledge to protect organization and mitigate risk
  • Seeks ways to proactively improve organizational processes and outcomes; implements solutions that are aligned and consistent with global HR best practices
  • Identifies and reports trends to Senior HR Leaders for business unit

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
  • Builds consensus and settles disputes on HR policy and practice decisions

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
  • Maintains broad-based knowledge of the organization and its operations; uses knowledge of business and HR metrics to facilitate business decisions
  • Demonstrates working knowledge of the labor market and its relationship to organizational success

Consultation

  • Partners with managers and HR to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects
  • Proactively coaches managers, directors and business leaders on HR and business-related issues
  • Aligns solutions with business unit HR strategy and advocates for solution implementation

Leadership

  • Executes programs, policies, and procedures to drive an engaged and performing organizational culture
  • 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
  • Executes consistent HR services for the operating entity

HR Insights

  • Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to managers, directors and business leaders and recommends solutions that support the culture and the defined HR strategy
  • Analyzes root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders

Education & Special Trainings:

  • B.A. or B.S from accredited university
  • Advanced Degree preferred

Qualifications & Experience:

  • 10 years of work experience and/or previous HR experience at the Sr. Manager level required
  • Expertise in supporting multiple and ever-changing complex business units in an HR generalist capacity required
  • Previous demonstrated experience interacting with COE's and business leaders
  • 10+ years of increasingly responsible human resources experience preferred
  • Strong facilitation, consulting, relationship-building, influence, negotiation skills, and project management skills
  • Demonstrated business and analytical ability with a proven ability to build relationships and influence different groups
  • Ability to understand business needs and connect those to human resources strategies and plans for assigned business unit or geography
  • Demonstrated implementation and execution ability
  • Capability to interact with individuals at all levels within the organization
  • Skilled with change processes in complex systems
  • Demonstrated conflict resolution skills
  • Strong situational assessment and objective evaluation skills
  • Advanced written, verbal, and interpersonal communication skills

Physical & Mental Requirements:

Must be able to:

  • Exercise independent judgment with strong attention to detail
  • Analyze, understand and communicate complicated issues to Managers and Employees to ensure understanding
  • Develop solutions based on best practices and customer feedback
  • Solicit input from managers and exercise independent judgment in providing recommendations to the business
  • Effectively facilitate discussions with and deliver communications to large groups of people
  • Communicate telephonically and via email and other electronic means
  • Ability to effectively navigate Workday and Microsoft Office Suite
  • Ability to handle multiple concurrent tasks and changing priorities

Work From Home: No

Travel Percentage: Up to 25%

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.

Treten Sie unserem Talent Network bei

Ihr Beitritt zu unserem Talent Network verbessert Ihre Stellensuche und Ihren Bewerbungsprozess. Unabhängig davon, ob Sie sich bewerben oder nur Ihre Daten eingeben wollen, freuen wir uns darauf, mit Ihnen in Verbindung zu bleiben.

Treten Sie unserem Team bei