HR Business Partner

Human Resources - Ave Maria, FL, US, 34142 Arthrex, Inc. is a global medical device company and a leader in new product development and medical education in orthopedics. The Human Resources team is seeking an experienced HR Business Partner to join our manufacturing HR organization. In this strategic role, the HR Business Partner will collaborate closely with business leaders to develop and execute workforce strategies, enhance organizational effectiveness, and support business transformation in a fast-paced, global environment. This position is based at our manufacturing facility in Ave Maria, FL. The ideal candidate will hold a bachelor's degree and have at least three years of experience in a HR Business Partner or Employee Relations role. Candidates should demonstrate strong analytical and problem-solving skills, exceptional relationship-building capabilities, and excellent verbal and written communication skills, including active listening and the ability to effectively influence others. To be successful in this role, the individual must quickly establish credibility and build productive partnerships with employees and leaders across all levels of the organization. The HR Business Partner will serve as a trusted advisor, providing guidance on HR policies, employee relations matters, talent initiatives, and organizational challenges. This role requires someone who can balance strategic thinking with hands-on execution while fostering a positive, compliant, and high-performing workplace culture in a dynamic and evolving business environment. Join our talented team at a global medical device company focused on Helping Surgeons Treat Their Patients Better™. Essential Duties and Responsibilities: Coaches senior leaders on leadership capability, team effectiveness, and performance management Intervenes in complex team or leadership dynamics Coaches leaders on managing change, ambiguity, and workforce impact Champions a high-performance and values-driven culture Proactively identifies organizational risks (e.g., attrition, capability gaps, culture drift) Participates in business planning cycles to ensure people’s strategies are embedded in financial and operational plans Translate business objectives into clear talent priorities, capability needs, and culture initiatives Identifies critical roles, succession pipelines, and emerging capability gaps Partners with legal and compliance on complex employee matters Partners with Talent Acquisition and L&D to ensure proactive talent pipeline development Guides leaders through operating model evolution Apply structured frameworks to ensure adoption and sustained outcomes Designs initiatives that enhance the employee experience across the lifecycle Supports leadership development planning aligned with future capability needs Guides leaders through calibration, differentiation, and talent decisions #J-18808-Ljbffr