Work Flexibility: Onsite

Who we want

• Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions.
• Analytical problem solvers. People who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.
• Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

What you will do

Serves as subject-matter expert to managers and directors. Implements change based on proven change management techniques. Applies policies and procedures across an organization; interprets both policies and changes to policy. Applies compliance knowledge to protect organization and mitigate risk. Seeks ways to proactively improve organizational processes and outcomes; implements solutions that are aligned and consistent with global HR best practices. Identifies and reports trends to Senior HR Leaders for business unit.

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

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

Consultation

• Partners with managers, directors, and HR to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects. Coaches managers and directors 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, inclusive, and high 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. Executes consistent HR services for the operating entity.

HR Insights

• Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes, and presents data to managers 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

• Bachelor’s degree required.
• 8+ years of work experience required​.
• Previous HR or role-related experience required​.
• 4+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred​.

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.