Director, IS Business Partner, HR in Portage, MI at Stryker Corporation

Date Posted: 11/8/2019

Job Snapshot

Job Description

Leads initiatives to analyze complex business problems to be solved with automated systems. Plans, manages and controls the activities of a team that provides technical expertise in identifying, evaluating and developing systems and procedures that are cost effective and meet user requirements. Brings expertise or identifies subject matter experts in support of multi-functional efforts to identify, interpret and produce recommendations based on company systems needs. Advises business groups by providing technical and strategic direction to identify and address business issues and opportunities. Ensures that policies and procedures align with corporate vision. Selects, develops, and evaluates personnel ensuring efficient operation of the function

This is a management position that contributes and achieves results through others. The role is responsible for managing subordinates in professional jobs or managing through subordinate managers / supervisors or is a leader of process that achieves results through others, whom are not direct reports. Job requires a broad and comprehensive understanding in multiple disciplines relevant to the business. The job is expected to establish strategic plans and/or operational programs that require a sound understanding of the underlying theories underpinning the subject area. The job has full management responsibility including the management of numerous teams of managers/professionals, planning for the teams' future needs and operations. There will be financial accountability for independent budgets. 

Build and maintain strong relationships with HR and HR Operations Leadership
Ability to learn and understand business requirements, issues and processes to articulate the context of projects and processes in business terms

  • Lead Business Analysts and/or IS business partners to conduct meetings and interviews with stakeholders and facilitate cross-functional sessions to define and document high-level business strategies, ideation, demand, requirements and project scope.
  • Lead collaborative efforts for business case development.
  • Positively challenge and question business partners on needs and benefits.
  • Assist in the development of metrics used to track value delivery.
  • Serve as project sponsor for key initiatives, projects and programs.
  • Identify opportunities where conflicts/synergies/redundancies exist between business capabilities and systems to improve IS effectiveness.
  • Liaise with other IS stakeholders in project management, enterprise architecture and governance to ensure alignment and ensure a smooth integration of process output with the rest of the IS environment
  • Closely partner with the appropriate business partners from other GIO organizations where required by physical location proximity or organizational alignment.
  • Manage internal and external resources to deliver projects, including supporting finalization of deals with external vendors within authorized budgets (cost and time) and/or monitoring implementation resources and recommending any necessary corrective actions.
  • Lead, engage and develop team of business analysts and other IS resources.
  • Communicate on Spine portfolio by issuing regular status updates and managing communication within team, IS organization and Spine division leadership and stakeholders.
  • Accountable for organizational change management where technology impacts business stakeholders.


This job typically requires a degree or equivalent and a minimum of 10 or more years experience.

Work From Home: Occasional

Travel Percentage: 10%

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.

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