Sr Director, Human Resources, Joint Replacement in Mahwah, NJ at Stryker Corporation

发布日期: 10/9/2019



Position Summary:

This position collaborates closely with the Leaders of our Marketing and MAKO Business Unit for Stryker's Joint Replacement Division to understand business needs and strategic priorities in order to build the HR strategic plan for the assigned business unit. 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
  • Maintains broad-based knowledge of the organization and its operations; uses knowledge of business and HR metrics to make business decisions; evaluates critical activities in terms of value added impact and utility derived from cost-benefit analysis
  • Recommends business practice/work process improvements to identify opportunities for leveraging human capital; ensures all HR initiatives have ROI that adds to organizational value
  • Maintains knowledge of economic factors, labor market and economic environment impact on industry and organization operations; leverage benchmark information on the competition and other relevant comparison groups to help drive business decisions

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 for assigned business unit
  • Establishes consistent HR services for the operating entity; leads and/or mentors HR professionals and others within the organization

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 strategic goals and needs
  • Facilitates interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders
  • Builds consensus and settles disputes on HR policy and practice decisions


  • 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
  • Provides guidance and coaching to business unit leaders on HR and business-related issues
  • 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 consisting of HR Business Partners for assigned business unit

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
  • Analyzes root causes of work environment issues; builds and manages interventions and solutions in collaboration and cooperation with key stakeholders


Education & Special Trainings:

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

Qualifications & Experience:

  • 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
  • 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 approaches to programs
  • Demonstrated success in building a proactive, business focused, strategic human resources function that is seen as a trusted advisor, credible activist, provides strategic and operational business thinking
  • Excellent leadership, influence, and negotiation skills
  • Strong presentation, communication and group facilitation skills
  • Well-rounded business background demonstrated through provision of value-added counsel
  • Strong diagnostic skills and conceptual abilities
  • Capability to influence and build trust with individuals at all levels within the organization
  • Knowledge and experience in building team effectiveness
  • Skilled with change processes in complex systems, conflict resolution and group dynamics
  • Excellent situational assessment and objective evaluation skills
  • Advanced written, verbal, and interpersonal communication skills


  • 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: Up to 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.