Senior Manager, HR Business Partner - West at Stryker

Seattle, Washington, United States

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Not SpecifiedCompensation

Senior (5 to 8 years), Expert & Leadership (9+ years)Experience Level

Full TimeJob Type

UnknownVisa

Healthcare, Medical DevicesIndustries

Requirements

Bachelor's degree and 10+ years of working experience or 16+ years of total work experience required
Previous HR or role-related experience required
Preferred: 5+ years business-facing HR, HR COE, HR Operations, or role-related experience
Preferred: Experience in multiple HR disciplines or client groups
Preferred: Experience working in a large, global, matrix organization with demonstrated experience interacting with COEs and business leaders
Preferred: Experience supporting a large sales or commercial organizations

Responsibilities

Execute the talent strategy, provide a consistent experience to leaders, directors, managers and employees, and support and execute the engagement strategy for the Joint Replacement Sales team in the West territory
Provide HR partnership to managers, directors and leaders focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy
Perform needs analysis to identify gaps in areas of compensation, talent, recruiting and change management and partner with Senior HR Leaders and subject matter experts to deliver solutions
Deliver HR partnership to Managers, Directors and Senior Leaders through workforce planning, talent management, performance management, employee relations and the orchestration of other HR services for assigned business unit or geography as the subject matter expert in Human Resources
Implement change based on proven change management techniques
Apply policies and procedures across organization; interpret both policies and changes to policy
Seek ways to proactively improve organizational processes and outcomes; implement solutions that are aligned and consistent with global HR best practices
Facilitate difficult interactions among organizational stakeholders to achieve optimal outcomes; resolve escalated conflicts among stakeholders
Build consensus and settle disputes on HR policy and practice decisions
Maintain broad-based knowledge of the organization and its operations and provide business partnership to Leaders and Directors; execute HR business strategies to drive key business results and provide guidance on HR matters, partnering with subject-matter experts to develop needed solutions
Demonstrate working knowledge of the labor market and its relationship to organizational success
Partner with managers and HR to proactively implement business solutions, utilizing HR expertise and perspective; support managers on HR projects
Proactively coach managers, directors and business leaders on HR and business-related issues
Align solutions with business unit HR strategy and advocate for solution implementation
Execute programs, policies, and procedures to drive an engaged and performing organizational culture
Implement and deliver solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate
Interpret data and make recommendations; ask critical questions needed to evaluate data; gather, analyze and present data to managers, directors and business leaders and recommend solutions that support the culture and the defined HR strategy
Analyze root causes of work environment issues; manage interventions and solutions in collaboration and cooperation with key stakeholders

Skills

Key technologies and capabilities for this role

HR Business PartneringTalent ManagementWorkforce PlanningPerformance ManagementEmployee RelationsChange ManagementCompensation AnalysisRecruitingPolicy ImplementationRelationship ManagementConflict ResolutionBusiness Acumen

Questions & Answers

Common questions about this position

What work flexibility options are available for this role?

The position offers remote, hybrid, or onsite work flexibility.

What is the salary or compensation for this Senior Manager role?

This information is not specified in the job description.

What key skills and expertise are required for this HR Business Partner position?

The role requires HR expertise in workforce planning, talent management, performance management, employee relations, change management, and business acumen, along with strong relationship management and consultation skills.

What does the company culture emphasize in this role?

The role focuses on executing programs to drive an engaged and performing organizational culture, with emphasis on employee retention, engagement, leadership development, and aligning solutions with global HR best practices.

What makes a strong candidate for this Senior HR Business Partner role?

Strong candidates will have deep HR expertise across all functions, proven change management skills, ability to build consensus and resolve conflicts, business acumen, and experience coaching leaders on HR and business issues.

Stryker

Develops and manufactures medical devices and equipment

About Stryker

Stryker develops and manufactures medical devices and equipment aimed at improving patient care and surgical efficiency. Their products include surgical tools, neurotechnology devices, and orthopedic implants, which are sold directly to hospitals and clinics. Stryker stands out from competitors by focusing on high-quality products and a commitment to advancing healthcare solutions. The company's goal is to enhance the overall healthcare experience for both patients and medical professionals.

Kalamazoo, MichiganHeadquarters

1941Year Founded

$423.3MTotal Funding

IPOCompany Stage

Biotechnology, HealthcareIndustries

10,001+Employees

Benefits

Medical & prescription plans

Supplemental health benefits

Flexible Spending accounts

Employee Assistance Program

Short-term & long-term disability

Tuition reimbursement

401(k) plan

Employee Stock Purchase Plan

Risks

Integration challenges from acquisitions may strain Stryker's resources.

Rapid tech advancements risk obsolescence of Stryker's current products.

Regulatory scrutiny on acquisitions could delay Stryker's market entry.

Differentiation

Stryker's acquisitions enhance its minimally invasive surgical solutions portfolio.

Entry into the peripheral vascular segment diversifies Stryker's market presence.

Stryker's focus on AI integration boosts diagnostic accuracy and operational efficiency.

Upsides

Growing demand for minimally invasive solutions aligns with Stryker's strategic acquisitions.

The orthopedic implants market growth benefits Stryker's expanding product line.

Stryker's acquisition of Inari Medical positions it in a high-growth vascular market.

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