HR Business Partner

The HR Business Partner acts as a trusted advisor and strategic partner to business leaders, providing guidance on people‑related matters and driving HR initiatives that align with business goals. This person has a deep understanding of HR best practices and demonstrates strong business acumen. The individual must thrive in constant interaction with members of the senior functional management team and employees. This person has a passion for collaborating with senior leadership and HR to drive a positive employee‑oriented and inclusive company culture. Specific Duties and Responsibilities Builds strong relationships with business leaders and management to understand their needs, challenges, and goals, and develop HR strategies that support them. Provides proactive advice and guidance to employees and management on a range of HR topics utilizing their deep understanding of HR regulations and knowledge to deliver a holistic approach. Responsible for regular review of workflow changes in our HRIS. Serves as a liaison for departments, Payroll, Benefits, HR Operations and Recruitment. Serve as a strategic advisor to the leadership and HR teams in suggesting, developing, and implementing strategic solutions for assigned departments and functional areas, driving initiatives that align with the company’s vision and values. Coaches and guides managers independently on addressing routine to complex employee performance and HR issues including interpretation and application of HR policies, processes, and programs. Partners with the business on providing appropriate recommendations based on investigative findings to resolve general to complex employee relation issues and mitigate future potential issues. Provides guidance and recommendations to help resolve work related conflicts or business conduct violations. Prepares and presents reports and engages in evaluation with management and Legal. Provides coaching and guidance on performance management processes including performance reviews, employee relations, and compliance with employment laws and regulations in assigned functional areas, and continuously improves the performance review program. Collaborates with business leaders on compensation planning & workforce planning activities to provide guidance with future job and resource needs, including reviewing job descriptions, FLSA analyses, and organizational structure design, etc. Provides guidance on contingent workforce needs and practices. Involved in developing a talent management strategy in partnership with business leaders and other functional areas of HR. May interview and assess candidates. Partners with HR colleagues to support leaves of absence, workers’ compensation, and benefits administration. Leads more complex HR projects and programs involving cross‑functional teams and departments. Facilitates meetings and develops and delivers presentations and trainings for employees and business leadership related to human resource processes and practices. Partners with the Legal department to ensure compliance with HR laws and regulations. Leads exit interview meetings with departing employees, assesses themes and makes recommendations. Involved in involuntary termination coordination and communications. Analyzes HR metrics and provide insights to business leaders on trends and opportunities to improve employee engagement, performance, and productivity. Collaborates with functional HR teams to ensure consistency in policies and procedures across the organization and shares best practices. Partners with HR management to identify and drive initiatives related to talent acquisition, retention, development, DEI&B, and succession planning. May provide support and mentorship to others in the department. Adhere to the Company’s Quality Management System (QMS) as well as domestic and global quality system regulations, standards, and procedures. Understand relevant security, privacy and compliance principles and adhere to the regulations, standards, and procedures that are applicable to the Company. Ensure other members of the department follow the QMS, regulations, standards, and procedures. Perform other work‑related duties as assigned. *Indicates an essential function of the role Position Qualifications Minimum education and experience: Bachelor's degree in HR, Business Administration, or related field with 5+ years of progressive HR experience with 2+ years’ experience as a HR Business Partner or HR leadership role, or an equivalent combination of education and experience. Excellent oral, written, verbal and interpersonal communication and relationship‑building skills, including empathy, patience, and ability to communicate effectively across cultures and with all levels of the organization. In-depth knowledge of federal, state, and local HR laws, regulations, and best practices; ability to apply knowledge and consult internally with management, Legal and other HR practitioners. Effective conflict resolution and coaching skills at all levels. Experience objectively coaching and managing employees through employee relations issues of greater complexity. High degree of integrity and able to use sound judgment and diplomacy in dealing with highly confidential issues. Ability to work proactively and independently, takes initiative and ownership, consistently follows‑up and follows through on commitments with accuracy and attention to detail. Strong analytical and problem‑solving skills with demonstrated ability to think critically and strategically with a “can do,” solution‑oriented approach. Ability to work positively in a team environment. Must be able to comfortably speak publicly, prepare, facilitate and conduct presentations in small or large group settings. Solid understanding and knowledge of Microsoft Office products including but not limited to Excel, Word, PowerPoint, Teams and Outlook. Previous Human Resources and medical device, pharmaceutical, biotech, or other regulated industry experience preferred. Significant hands‑on experience working with HRIS systems. Proven experience managing and leading complex projects successfully; Must have strong organizational skills and ability to deal with competing priorities with a sense of urgency. SHRM or HRCI certification is desired. Working Conditions General office environment Willingness and ability to work on site. May have business travel from 0% - 15%. Must be able to remain stationary and use a computer or other standard office equipment, such as a printer or copy machine, for an extensive period of time each day. Must be able to communicate and exchange accurate information with employees at all levels on a daily basis. Must be able to read, prepare emails, and produce documents and spreadsheets. Must be able to move within the office and access file cabinets or supplies, as needed. Must be able to move between buildings and floors. Requires some lifting and moving of up to 25 pounds. Annual Base Salary Range: $85,000 to $125,000 We offer a competitive compensation package plus a benefits and equity program, when applicable. Individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. What We Offer A collaborative teamwork environment where learning is constant, and performance is rewarded. The opportunity to be part of the team that is revolutionizing the treatment of some of the world’s most devastating diseases. A generous benefits package for eligible employees that includes medical, dental, vision, life, AD&D, short and long‑term disability insurance, 401(k) with employer match, paid parental leave, eleven paid company holidays per year, a minimum of fifteen days of accrued vacation per year, which increases with tenure, and paid sick time in compliance with applicable law(s). Penumbra, Inc., headquartered in Alameda, California, is a global healthcare company focused on innovative therapies. Penumbra designs, develops, manufactures, and markets novel products and has a broad portfolio that addresses challenging medical conditions in markets with significant unmet need. Penumbra sells its products to hospitals and healthcare providers primarily through its direct sales organization in the United States, most of Europe, Canada, and Australia, and through distributors in select international markets. The Penumbra logo is a trademark of Penumbra, Inc. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, age, disability, military or veteran status, or any other characteristic protected by federal, state, or local laws. If you reside in the State of California, please also refer to Penumbra's Privacy Notice for California Residents. For additional information on Penumbra’s commitment to being an equal opportunity employer, please see Penumbra's AAP Policy Statement. #J-18808-Ljbffr