Senior Director, Human Resources, HR Global Quality & Operations (Medical, NV,& Endo) in Portage, MI at Stryker Corporation

Date Posted: 8/13/2019

Job Snapshot

Job Description


This global position collaborates closely with the Leaders for Manufacturing Operations of  three dynamic Divisions to understand business needs and strategic priorities in order to build the HR strategic plan.   Global FTE of approximately 6,000 and a direct HR team of 4 – will partner closely in a matrix structure with HR COEs and local HR to execute people strategy.  This position is accountable for performing as a trusted strategic partner and advisor to senior level leadership and management in areas of change management, organization effectiveness, work environment, culture and leadership.  This position drives change strategies that align with a performance culture; uses strong diagnostic and influencing skills to partner with leaders to significantly improve performance, business outcomes and employee engagement; proactively identifies strategic gaps or opportunities and proposes a comprehensive strategic human resource plan to identify and address root causes.  Provides leadership and direction for team of HR Business Partners supporting the assigned business unit.

Business Acumen

Aligns HR strategy, goals, and objectives to overall business strategy and objectives; develops HR business strategies to drive key business results; provides guidance on talent management, workforce relations, organization design and compensation, partnering with subject-matter experts to develop needed solutions

Human Resources Expertise

Integrates HR services with organizational initiatives; develops and implements HR operational strategy for assigned business unit, networks with other HR professionals to determine best practices in support of organizational direction; ensures the delivery and development of high-quality HR processes and policies.  Collaborates and influences across HR and engages appropriate subject matter experts to execute on strategic human capital plan Relationship Management

Develops strategic partnerships with the senior business leaders, HR Operations and HR Centers of Expertise throughout the organization to identify and contribute toward initiatives that address organizational goals

Facilitates interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders


Assesses needs and identifies interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate; uses appropriate tools for leadership competency and skills assessment

Translates the vision, mission, and strategy into projects and initiatives with milestones and delivery schedules; manages and influences the resources available effectively to meet planned objectives; develops clear action plans with results-oriented goals for measuring success; drives alignment and buy-in at all levels in the business units across the organization

Serves as a seasoned change agent with proven ability to drive, influence strong and seasoned business leaders and HR professionals and implement improvements.  Develop, mentor and lead a human resources team.  Provide guidance and coaching to business leaders on HR and business-related issues

Strategic HR Insights

Maintains advanced knowledge in the use of data, evidence-based research, benchmarks, HR and business metrics to make critical decisions; asks critical questions needed to evaluate data; gathers and analyzes data, shares insights with leaders and recommends solutions that support the culture, strategic direction and resources


  • Bachelor’s degree
  • 10+ years of work experience required - previous HR experience including the support of multiple functional areas and interacting with COE's and senior business leaders required
  • 6+ years of direct supervision of others and previous HR leadership experience required
  • Passion for partnering in an Operations environment preferred
  • 10+ years of increasingly responsible human resources experience and previous demonstrated HR expertise at Sr Director/Director level preferred
  • 6+ years of HR leadership experience preferred
  • Sufficient proficiency in technical human resources disciplines to manage a team of HR Business Partners
  • Demonstrated experience developing and leading large-scale, global initiatives and advising senior management on insights, implications and appropriate socialization, communication strategy and deployment


  • Sets direction.  An innovator who defines ways to create value and deliver on Stryker’s mission and strategic imperatives.
  • Builds organizational capability.  A strategic executive who continuously breaks down barriers, identifying new and more effective ways to accomplish tasks and goals.
  • Inspires others.  A genuine, relationship-focused leader who connects, collaborates and fosters an inclusive environment of enthusiasm, trust and pride. He/she makes others want to follow, building momentum for action and positively influencing outcomes.
  • Champions talent development.  A manager who focuses on maximizing the ability, potential and contributions of themselves and others.   Fosters an environment where people can excel through developing, coaching and rewarding performance.
  • Delivers results.  A driven player/coach who sets high goals for personal achievement and organizational success.  He/she measures success against the best internal and external benchmarks.

Work From Home: No

Travel Percentage: 50%

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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