Senior Manager, HRBP – IT & Business Transformation (Remote)

Job Description

Work Flexibility: Remote or Hybrid or Onsite

What you will do –This position is responsible for executing the talent strategy, providing a consistent experience to leaders, directors, managers and employees and supporting and executing the engagement strategy for the market. The Senior HR Business Partner provides HR partnership to managers, directors and leaders of the IT and Business Transformation teams focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy.The Senior HR Business Partner performs 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 business unit. They possess a solid understanding of all HR functions and works with business clients and/or HR partners in areas such as employee relations, compensation, and performance management.

Additional responsibilities:

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.

Relationship Management

• Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders.
• Influences Senior Leadership of assigned business unit or geography in order to execute HR Strategy.

Business Acumen

• Provides business partnership to Leaders and Directors and Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions.

Consultation

• Proactively coaches managers, directors and business leaders on HR and business- related issues. .

Leadership

• 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 Senior Leaders and recommends solutions that support the culture and the defined HR strategy.

What you need-Required

• Bachelor’s degree or equivalent 6+ years of work experience ​
• 10+ years of work experience ​
• Previous HR or role-related experience ​

Preferred

• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience ​
• Experience in multiple HR disciplines or client groups ​
• Preferred candidate will sit near our Mahwah, New Jersey Stryker location
• Strong business acumen and experience supporting corporate IT and technical teams
• Ability to use MS Excel to extract and analyze HR insights

$129,650 – $265,400 salary plus bonus eligible + Benefits (Health, Vision, Dental, 401K, Tuition Reimbursement, Employee Assistance Program, Wellbeing Program, Employee Stock Purchase Program). This information reflects the anticipated salary range for this position based on currentTravel Percentage: 20%

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.