We anticipate the application window for this opening will close on - 28 Jul 2026

 

Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.

A Day in the Life

Across our global Neuroscience organization, we advance care for some of medicine’s most complex neurological and spinal conditions. By combining innovative technology, data-driven insights, and deep clinical expertise, we partner with physicians and health systems to improve how patients are treated and supported throughout their care journey.

Our Cranial & Spinal Technologies (CST) operating unit advances surgical care for spine and cranial conditions through an integrated ecosystem of implants, navigation, robotics, imaging, and planning tools. Platforms like AiBLE enhance precision, efficiency, and outcomes for complex procedures worldwide.

​As an HR Business Partner within CST, you will play a pivotal role in enabling business performance through people. Serving as a strategic partner to leaders across Quality, Clinical, Regulatory, Medical Affairs, Health Economics, Legal, and U.S. Commercial, you will influence talent, culture, organization design, and workforce strategies that support both growth and innovation. This is a highly visible role that offers the opportunity to work across diverse functions, collaborate with senior leadership, and make a meaningful impact on teams that help bring life-changing technologies to patients around the world.

         

         

This is an onsite role in our Lafayette office.

• Organization, Talent, and Culture Planning: Collaborate with HR Business Partner and HR COEs to provide high-impact HR solutions.  Support critical HR processes, including workforce planning, compensation reviews, performance management partnership with the HR COEs.  Communicate and implement proactive strategies pertaining to organization design, succession planning, and employee development and engagement in support of strategic objectives.

• Change Management/Organization Effectiveness: Support organizational change initiatives and provide guidance on change management process.

• Talent and Leadership Development: Partner with CoEs on strategies to develop and enhance business and technical capabilities for the employee population to include knowledge enhancement, career and leadership development.

• Talent Acquisition: Support Leaders and the Talent Acquisition COE to identify and staff critical roles, build organization capabilities, and bench strength.

• Employee Relations & Communications: Partner with the Employee Relations COE and leaders to anticipate, identify and facilitate resolution of employee relations issues.

• Inclusion, Equity: Champion efforts to ensure an inclusive workforce. Partner with HR and leadership to develop and implement initiatives

• HR Data Analytics: Detect organizational trends and alert HR partners to enable appropriate actions. Use HR data to measure progress and provide insights for data-driven decision-making. Provide regular updates to stakeholders to communicate program progress and outcomes.

Must Have: Minimum Requirements: To be considered for this role, please ensure the minimum requirements are evident on your resume:

• Bachelor’s degree

• Minimum of 7+ years of progressive HR experience, OR an advanced degree with 5+ years of progressive HR experience

Nice to Have (Preferred Qualifications):

• Experienced HR professional with a successful track record of partnering with leadership teams to implement HR programs in a fast-paced global matrixed business.

• Experience in Medical device, Technology, Healthcare, or Consumer Product industry a plus.

• Experience working with Commercial Sales teams.

• Strong understanding of talent management, development, employee engagement, and organizational effectiveness best practices.

• Results orientation –meet goals consistently and go beyond them. Demonstrates a high sense of urgency, creativity, & is comfortable leading through ambiguity & managing manage multiple projects.

• Influencing - Communicates with impact. Uses tailored communication an