Senior Manager, HR Business Partner

Senior Human Resources Business Partner

Work Flexibility: Remote

The Senior Human Resources Business Partner (HRBP) executes talent and workforce strategies for an assigned business unit or market. This role partners with managers and directors to address employee relations, performance management, retention, compensation, organizational change, employee engagement, and workforce planning. The HRBP uses business and people data to identify trends, mitigate risk, and implement scalable HR solutions in partnership with HR Centers of Excellence.

Human Resources Expertise

• Serve as a trusted HR advisor to managers and directors by providing guidance on HR policies, compliance, employee relations, organizational effectiveness, and change initiatives while mitigating business risk.
• Analyze workforce trends, identify opportunities for process improvement, and implement data-driven HR solutions and best practices that support business objectives and enhance organizational outcomes.

Relationship Management

• Partner with organizational stakeholders to resolve complex employee and business issues, facilitate conflict resolution, build alignment on HR policies and practices, and drive effective decision-making across the business.

Business Acumen

• Leverage business, workforce, and labor market insights to execute HR strategies, advise leaders on people-related decisions, and partner with HR subject matter experts to deliver solutions that drive business performance.

Consultation

• Partner with managers and directors to provide strategic HR guidance, coach leaders on workforce and business-related matters, and implement HR solutions aligned to business priorities and talent strategies.

Leadership

• Execute HR programs, policies, and initiatives that support employee engagement, retention, organizational effectiveness, leadership development, and consistent delivery of HR services across the business.

HR Insights

• Analyze workforce and organizational data to identify trends, diagnose root causes of employee and workplace issues, and recommend and implement solutions that align with HR strategy and business objectives.

What You Need

Required

• B.A. or B.S from accredited university or 6+ years experience
• Minimum 10 years of professional work experience
• Previous HR or role-related experience required

Preferred

• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience
• Experience supporting multiple business functions and partnering with Centers of Excellence (COEs) and business leaders
• Experience operating at HR Manager or Human Resources Business Partner (HRBP) level
• Experience supporting sales, commercial, field-based, customer-facing, or other high-touch employee populations.

United States of America Pay Ranges:

• USN: $135,600 - $225,900 USD Annual
• US5: $142,400 - $237,200 USD Annual
• US10: $149,200 - $248,500 USD Annual
• US15: $155,900 - $259,800 USD Annual
• US20: $162,700 - $271,100 USD Annual
• US30: $176,300 - $293,700 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

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.