We anticipate the application window for this opening will close on - 8 Feb 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

Sr HR Program Manager - Pelvic Health

Medtronic Pelvic Health is seeking a dynamic, results-oriented HR professional to play a critical role in executing HR initiatives that positively impact business outcomes. As Human Resources Business Partner, you will deploy core HR programs across the business and provide strategic HR partnership largely to the US Sales organization. This role is key to elevating performance and to preparing the organization to launch a new product. This is an excellent opportunity for a curious, critical thinking, and relationship-focused HR professional to help guide an organization through a critical transformation that will catapult it into high growth. This role reports to the Sr. HR Director for Pelvic Health.

Medtronic Pelvic Health
The Medtronic Pelvic Health Operating Unit provides therapies to treat patients suffering from overactive bladder, non-obstructive urinary retention and fecal incontinence. More than 400 million people worldwide suffer from these conditions, and many of them limit their lives socially, professionally and personally as a result. Our goal is to expand awareness and access to our sacral neuromodulation (SNM) systems InterStim X™ and InterStim™ Micro; and our percutaneous tibial neuromodulation (PTNM) system NURO™therapies, so we can potentially help millions of people to get their lives back.

This is a hybrid role based out of Minneapolis, MN.

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A Day in the Life of Sr HR Program Manager:

• 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, Diversity, Equity: Champion ID&E efforts to ensure a diverse and inclusive workforce. Partner with HR and leadership to develop and implement ID&E 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.