Work Flexibility: Hybrid or Onsite

What you will do

As the HR Specialist you will be responsible for the successful implementation of the talent strategy and will provide generalist support in key areas such as employee engagement, onboarding, recognition programs and data utilization. The HR Specialist is responsible for developing, implementing, and supporting HR programs and systems depending on local need and in partnership with our Centers of Expertise (CoE) colleagues. Furthermore, this role will assist in driving talent decisions and strategy through data mining and analysis. This role will have a small manager/employee client group and support the Inclusion Council for Joint Replacement team.

As the HR Specialist you will be onsite in Mahwah 3 days a week.

HR Support

• Provide secondary HR generalist support to the client groups focusing on engagement, talent, and performance management efforts by executing the talent strategy and the associated business processes (promotion, CAR, new hire orientation etc.)
• Partner with HR colleagues to ensure a consistent experience to client groups 
• Involvement in DE&I efforts through active ERG participation and local committee events
• Partner closely with all CoE partners and be the main point of contact for key initiatives as applicable
• Manage additional projects or responsibilities as required including coverage for HR Generalist support given unforeseeable/planned resource constraints 

Process Management

• Manage our early talent strategies as the main point of contact for internships (both internally and externally) 
• Support the assigned business unit with regards to the Gallup administration and facilitation of Gallup tools 
• Project manage enterprise HR projects, HR processes as well as local HR initiatives
• Lead projects to enhance existing local processes and structures to streamline and be more effective as well as identifying initiatives that could better support our client groups
• Support critical CAR activity (merit, evaluations, and bonus planning) and own client group communications

Reporting 

• Partner with HR team members to assess reporting needs for client groups and oversee the coordination of reporting including creating reports and the coordination of reports received from HR Operations for the use in updating local scorecards, leader dashboards and business reviews
• Analyze divisional HR metrics and data and present to divisional HR team on findings and recommendations for improvement
• Main point of contact for all survey data (Q12 pre-survey accuracy, monitoring action planning, Trust Index, etc.) 

Administration

• Prepares documents, reports, spreadsheets, and presentations for HR leaders
• Understand the operational needs of the HR team members and ensure information is being appropriately cascaded from HRLT meetings

What you need

Required qualifications

• Bachelor’s degree or 6+ years of equivalent experience
• 0+ years of work experience

Preferred qualifications

• Previous business-facing HR, HR COE, HR Operations, or role-related experience
• Experience supporting HR projects and initiatives related to employee engagement

 $70,400- $98,000 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

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.