We anticipate the application window for this opening will close on - 2 Sep 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

The Senior Director, Human Resources Business Partner reports operationally  to the ENT Operating Unit President  and functionally to the VP of HR for Neuroscience, and is a key business partner and trusted advisor to the ENT Leadership team.  In this role you will provide HR leadership and consultation to the business to achieve short and long-term strategic and organizational priorities.  You are accountable for organizational development and effectiveness, organizational change management, leadership coaching, workforce planning and talent management.  Additionally, you will collaborate with other HR Business Partners, HR Centers of Expertise (COE) and Shared Services resources to ensure the effective execution of HR Programs and initiatives, providing a significant impact to business results and the overall employee experience. 

At Medtronic, we bring bold ideas forward with speed and decisiveness to put patients first in everything we do. In-person exchanges are invaluable to our work. We’re working onsite 4 days a week as part of our commitment to fostering a culture of professional growth and cross-functional collaboration as we work together to engineer the extraordinary. We may consider talent that could sit in one of our other Medtronic offices, with Jacksonville, FL being the preferred location.

A Day in the Life

Organizational Development and Design  

• Assesses critical business issues, designs organization development tools, and evaluates both long/short-term strategic plans to enhance company performance. 

• Designs and implements programs and processes including organizational design, process improvement, and training to enhance the effectiveness of managers, teams and organizations to increase productivity and customer satisfaction. 

• Assesses critical business issues and designs organization development and strategic plans to enhance company performance. 

• Facilitates change management through design and implementation of reengineering and/or reorganization efforts. 

• Advises on team design and performance. 

Driving Change Management 

• Identify the need for changing mindsets and behaviors in order to deliver our Mission and business strategy; offer thought partnership to develop change management plan to deliver the required outcomes.  

• Partner with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, enable culture development plans, bring employee engagement plans to life, and drive inclusion and diversity initiatives. 

Connecting Business and People/Talent Strategy 

• Provide strategic direction to build upon our high-performance culture 

• Actively participates with business leadership in strategy development and operational planning 

• Establish strong partnering relationships across Medtronic business operating units, regions, and functions to enable business outcomes 

• Maintain an “outside-in” perspective to leverage current industry and Medtronic best practices and insights in support of business and talent strategies 
  Enabling Leadership Effectiveness 

• Influence business outcomes through credible and authentic relationships with leaders and colleagues 

• Counsel leaders in alignment with Medtronic policies/practices, legal considerations, and company priorities—advocating both company and employee concerns 

• Serve as a trusted advisor and coach to senior leaders in the OU, giving effective feedback, performance coaching, and development advice in support of their leadership effectiveness 

Creating an Aligned and Cohesive HR Experience  
Key integrated partnerships include:  

• Organizational Development/Effectiveness – Partner to consult, assess and drive organizational effectiveness strategies  

• Inclusion, Diversity, Equity - Drive progress toward GIDE aspirations and ensure diversity of talent. 

• Talent Management - Partner to implement regular talent and organizational reviews, career development planning, performance management, workforce planning, and organizational health assessments/surveys. 

• Talent Acquisition – Partner to identify key functional and leadership talent to strengthen the talent pipeline and increase organiza