Senior Manager, HRBP (Hybrid)

Work Flexibility: Hybrid

What You Will Do

The Senior Manager, HR Business Partner serves as a strategic partner to Marketing and R&D leaders within Surgical Technology, helping to shape and execute people strategies that enable business performance and organizational growth. This role works closely with managers and directors to understand business and workforce needs, strengthen talent and organizational capabilities, and support engagement, retention, performance, and employee relations. The HR Business Partner collaborates across the HR organization to develop and implement solutions in areas including talent management, compensation, recruiting, organizational effectiveness, and change management.

Human Resources Expertise & Business Acumen

• Serves as a trusted HR partner and subject-matter expert to managers and directors, applying knowledge of the business, HR practices, policies, compliance requirements, and labor market to provide guidance, mitigate risk, and support business decisions.
• Executes HR strategies aligned with business priorities, partnering with subject-matter experts to develop solutions and proactively improve organizational processes and outcomes.
• Identifies workforce and organizational trends and leverages HR and business metrics to provide insights and recommendations to leaders.

Consultation & Organizational Effectiveness

• Partners with and coaches managers and directors on HR and business-related matters, developing and implementing solutions aligned with business and HR strategy.
• Executes programs and interventions that strengthen organizational performance, including employee engagement, retention, change management, leadership development, and performance management.
• Applies change management practices and partners across HR to deliver consistent, effective solutions and services.

Relationship Management

• Builds strong relationships with key stakeholders, facilitates challenging conversations, builds consensus, and resolves escalated conflicts related to workplace matters and HR policies and practices.

HR Insights

• Gathers, analyzes, and interprets data to identify trends, evaluate organizational needs, and recommend solutions that support the business, culture, and HR strategy.
• Identifies root causes of workplace and organizational issues and collaborates with key stakeholders to develop and implement effective solutions.

What You Need

Required Qualifications

• B.A. or B.S from accredited university required OR
  • 6+ years work experience
• 10+ years of work experience required

Preferred Qualifications

• 10+ years of increasingly responsible human resources experience and previous demonstrated HR expertise at manager or HRBP level
• Previous HR experience including supporting multiple functions and interacting with COE's and business leaders
• Demonstrated business and analytical ability with a proven ability to build relationships and influence different groups

This position offers a hybrid work model, with the expectation of being onsite in Portage, Michigan, two days per week to support collaboration and connection with the business.

  

 

United States of America Pay Ranges:

• USN: $135,600 - $225,900 USD Annual

  

 

Travel Percentage: None

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.