We anticipate the application window for this opening will close on - 9 Jun 2025

 

At Medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You’ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world.

A Day in the Life

As part of the HR Digital & AI Transformation Management Office (TMO), the Senior HR Digital Change Adoption & Experience Specialist plays a pivotal role in designing and delivering change management, user adoption, and digital experience strategies that ensure the success of HR digital and AI initiatives. This role partners across HR and IT to drive seamless user experiences, strong adoption outcomes, and employee engagement with new technologies. It ensures that change, user adoption, and experience leadership are embedded into all TMO workstreams and Digital HR projects.

POSITION RESPONSIBILITIES:
Change Management & Adoption Leadership
• Lead change management strategies to drive adoption of HR digital tools and AI initiatives.
• Design and implement communication plans, training programs, and stakeholder engagement approaches.
• Monitor adoption and engagement through feedback and analytics.
User Experience Leadership
• Conduct user discovery sessions to gather insights and pain points.
• Advocate for user-friendly, intuitive digital experiences across HR systems.
• Collaborate with HR IT and product teams to enhance UX design and delivery.
Program Enablement and Risk Management
• Partner with project managers to embed change, user adoption, and UX principles into program and project plans.
• Identify risks to adoption or experience and develop mitigation strategies.
• Support testing, piloting, and phased rollouts of new tools.Reporting & Continuous Improvement
Reporting and Continuous Improvement
• Develop and track KPIs related to adoption, engagement, and experience.
• Provide executive summaries and dashboards to inform strategy.
• Drive continuous learning and improvements based on user feedback.

Responsibilities may include the following and other duties may be assigned.

• Works with  HR Centers of Expertise, vendors and/or IT to design, implement and maintain core human resource technologies.
• Combines Human Resource and specialized system knowledge to recommend, implement, and plan for improvements, enhancements, and new features for systems.
• Provides analysis and consultation related to programs, policies and practices that obtain, record, and process worker information or HR support related data.
• Analyzes technology capabilities to produce information used to maximize and sustain workforce productivity and effectively deliver HR support to the global organization.

SPECIALIST CAREER STREAM: Typically an individual contributor with responsibility in a professional discipline or specialty. Delivers and/or manages projects assigned and works with other stakeholders to achieve desired results. May act as a mentor to colleagues or may direct the work of other lower level professionals. The majority of time is spent delivering and overseeing the projects – from design to implementation - while and adhering to policies, using specialized knowledge and skills normally acquired through advanced education.

DIFFERENTIATING FACTORS

Autonomy: Seasoned individual contributor.
Works independently under limited supervision to determine and develop approach to solutions.
Coaches and reviews the work of lower level specialists; may manage projects / processes.

Organizational Impact: May be responsible for entire projects or processes within job area.
Contributes to the completion of work group objectives, through building relationships and consensus to reach agreements on assignments.

Innovation and Complexity: Problems and issues faced are difficult, and may require understanding of multiple issues, job areas or specialties .
Makes improvements of processes, systems or products to enhance performance of the job area.
Analysis provided is in-depth in nature and often provides recommendations on process improvements.

Communication and Influence: Communicates with senior internal and external customers and vendors.
Exchange information of facts, statuses, ideas and issues to achieve objective, and influence decision-making.

Leadership and Talent Management: May provide guidance, coaching and training to other employees within job area.
May manage projects, requiring delegation of work and review of others' work product .

Required Knowledge and Experience: Requires advanced knowledge of job area combining breadth and depth, typically obtained through advanced e