Senior HR Specialist (Hybrid)

Work Flexibility: Hybrid or Onsite<p style="text-align:inherit"></p><p style="text-align:inherit"></p><p><b>What you will do</b><b>:</b></p><p>As the Senior HR Specialist for our Peripheral Vascular division (formerly known as Inari), you will coordinate HR operational activities and will support the HR leadership team. You will lead HR projects, provide HR analytics support relating to HR processes, systems and procedures and report out to leadership teams, and support onsite HR activities.</p><p></p><p>As an HR Specialist supporting the Peripheral Vascular business you will be onsite on average three days a week.</p><p></p><p>HR Operations &amp; General Support</p><ul><li><span>Owns and executes HR processes across the employee lifecycle, including onboarding, mass job changes, performance management, compensation, training, employee relations support, and offboarding.</span></li><li><span>Exercises independent judgment in prioritizing HR work, resolving complex issues, and escalating risks appropriately.</span></li><li><span>Serves as a trusted resource to employees and managers on HR policies, programs, and systems.</span></li><li><span>Ensures HR data accuracy, documentation, and audit readiness through consistent process ownership and quality control. Ensures data integrity across HR systems and reporting outputs. </span></li></ul><p></p><p>Reporting, Dashboards &amp; Analytics</p><ul><li><span>Designs, builds, and maintains HR reports and dashboards to support HR leadership and business decision-making.</span></li><li><span>Analyzes HR data to identify trends, risks, and opportunities, translating insights into clear summaries and actionable recommendations. </span></li><li><span>Provides regular reporting and insights to HR leaders, highlighting gaps and improvement opportunities. </span></li></ul><p></p><p>Project Management &amp; Continuous Improvement</p><ul><li><span>Leads HR projects from planning through execution including policy rollouts and operational initiatives. </span></li><li><span>Defines project scope, timelines, milestones, and deliverables; drives accountability and ensures timely completion and acts as the HR project lead, coordinating stakeholders, facilitating working sessions, and communicating progress, risks, and dependencies. </span></li></ul><p></p><p>Collaboration &amp; Communication</p><ul><li><span>Partners closely with HR Business Partners, Talent Acquisition, and HR COEs, to support HR initiatives and ongoing HR needs. </span></li></ul><p></p><p><b>What you need:</b></p><p><b>Required Qualifications:</b></p><ul><li><span>Bachelor&#39;s degree required or equivalent 6&#43; years of work experience </span></li><li><span>2&#43; years of work experience </span></li></ul><p></p><p><b>Preferred Qualifications: </b></p><ul><li><span>Previous business-facing HR, HR COE, HR Operations, or role-related experience </span></li><li><span>Advanced analytic experience with reporting, dashboarding, and Excel experience</span></li><li><span>Proven experience leading HR projects and driving process improvement initiatives with an ability to manage multiple projects while delivering on established timelines</span></li><li><span>Strong experience with HR systems (Workday preferred)</span></li></ul><p></p><p>$79,900 - $127,500 salary plus bonus eligible &#43; benefits. Individual pay is based on skills, experience, and other relevant factors.</p><p style="text-align:inherit"></p><p style="text-align:inherit"></p>Travel Percentage: 10%<p style="text-align:inherit"></p><p style="text-align:inherit"></p>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.<p style="text-align:inherit"></p><p style="text-align:inherit"></p>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.<p></p><p></p><p></p><p></p>