Work Flexibility: Hybrid or Onsite

What you will do

As the Senior Manager, HR Business Partner you will be responsible for the execution of the site talent strategy for Stryker's Portage, Michigan manufacturing plant. The Senior Manager, HR Business Partner provides HR partnership to Directors, Managers and frontline leaders focusing on the work environment, employee relations, employee retention and business processes by executing the site and functional HR strategy. In this role you will perform needs analysis to identify gaps in areas of compensation, talent, recruiting and change management and partners with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned teams.

 

As a Senior HRBP you will be onsite in Portage, MI 4 days a week.

Human Resources Expertise

• 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
• Implements change based on proven change management techniques
• Applies policies and procedures across organization; interprets both policies and changes to policy
• Seeks ways to proactively improve organizational processes and outcomes; implements solutions that are aligned and consistent with global HR best practices

 

Relationship Management

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

 

Business Acumen

• Maintains broad-based knowledge of the organization and its operations and provides business partnership to Leaders and Directors. Executes HR business strategies to drive key business results and provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions
• Demonstrates working knowledge of the labor market and its relationship to organizational success

 

Consultation

• Partners with managers and HR to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects
• Proactively coaches managers, directors and business leaders on HR and business-related issues
• Aligns solutions with business unit HR strategy and advocates for solution implementation

 

Leadership

• Executes programs, policies, and procedures to drive an engaged and performing organizational culture
• Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate

 

HR Insights

• Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to managers, directors and business leaders and recommends solutions that support the culture and the defined HR strategy
• Analyzes root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders

 

What you need

Required qualifications

• Bachelor’s degree and 10+ years of work experience or 16+ years of total work experience
• Previous HR or role-related experience 

 

Preferred qualifications

• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience
• Experience in multiple HR disciplines or client groups 
• Experience interacting with
• Demonstrated ability to manage complex employee relations/performance management matters

 

Travel Percentage: 10%

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.