HR Project/Program Manager in Portage, MI at Stryker Corporation

Date Posted: 1/5/2020

Job Snapshot

Job Description

Stryker is recruiting a highly organized, personable, and exceptionally resourceful Global HR Project/Program Manager to join our dynamic HR Operations Team in Kalamazoo, MI. Looking for a motivated individual with a strong sense of accountability, ability to work as part of a fast-moving team, and an ongoing commitment to and investment in our mission is key.

Project Managers lead the realization of Stryker’s global HR strategy from start to finish though projects by bringing together global HR teams, other functional stakeholders and business facing customers.  They are responsible for the success, excellence, and growth of a portfolio of projects.

Within HR Operations we are the face of HR to our employees.  Our core mission is to care for those employees and ensure the success of our colleagues.  By ensuring successful project delivery, we ensure that we improve and expand our services that support our key mission.  The individual who fills this position will fill a key role in HR Operations and directly impacts our ability to succeed.  

Responsibilities:

  • Serve as an advocate/champion for the quality shared services at Stryker, building, promoting and driving project / program management best practices globally across the HR function. 
  • Build and maintain relationships with global key stakeholders which include: employees, managers, leaders, and executives.  Interface with, influence and manage all stakeholders affected by the project (i.e. Business Leaders, HR Leaders, employees) Build collaborative relationships to ensure alignment and effective execution of projects.
  • Actively manage (2-3 simultaneously) full lifecycle programs including global HR Service Transition, M&A activities, and other Operations based projects/programs.  Responsibilities include: planning and scoping, writing draft Statements of Work, executing against project timelines, deliverables and budgets, closure of projects, and cut over to customer support. Cultivate strategic relationships with clients, vendors, consultants, and all project team members
  • Develop, align, and execute HR PMO standards and processes w/ senior leaders 
  • Monitor and report on project status to all stakeholders (including executive leaders) and demonstrate the thinking and judgement escalate issues as required
  • Design and deploy PM best practices and influence the use of these standards across global HR functions as an HR capability.
  • Using knowledge of the business and project, exercise the independent thinking and judgment needed to assess and escalate issues and concerns to relevant workstream leads, program leadership and other functions or teams
  • Partner with affiliated stakeholders and project team members to align HR Project timelines and goals with other Stryker wide initiative to maximize resource and project outcomes 
  • Advise project governance bodies, including steering committees and executive boards, and escalate issues to client and HR project executives, when appropriate
  • Provide guidance, direction and support to internal project team members, including functional and technical implementation consultants, business process managers, global process owners, and other subject matter experts
  • Develop and deliver reporting and financial tracking of project budgets
  • Manage internal projects and skills development when not fully utilized by customer projects.

Work From Home: Remote

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.

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