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 HR Director – aka Human Resources Business Partner (HRBP) provides strategic HR support to CAS and CRM U.S. Service and Sales leaders and team. The HRBP works with leaders to: 1) Develop the talent strategy needed to support the business or function; 2) Leverage the capabilities of our HR Centers of Expertise (COE); and 3) Execute against the talent strategy and drive business results. The HRBP needs to deeply understand the business, be aligned on its strategic direction and serve as an advisor to the leaders. They will also ensure the organization is aligned to achieve their goals and KPIs and our Medtronic Mission.

The HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR COEs and AskHR resources to advance our commitment to deliver a “consistent standard of care” to every employee and ensure that the HR COEs have the information, guidance, and feedback needed to ensure capabilities that support talent strategy. The HRBP will partner with the COEs to ensure effective execution of programs and initiatives in talent acquisition, culture change, diversity and inclusion, performance management, talent management and development, employee relations, total rewards and recognition, change management, and organization effectiveness.

At Medtronic, we bring bold ideas forward with speed and decisiveness to put patients first in everything we do. This position is remote to enhance our competitive edge and expand our cross-functional collaboration efforts. This role will require 10-20% travel to enhance collaboration and ensure successful completion of projects.

This position will be remote within the US.

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

Change Management / Organization Leadership:

• Develop a strong knowledge of two OUs and commercial organization.
• Lead organization transformation and partner with leaders to elevate the performance of the business
• Design strategic initiatives to ensure organizational effectiveness.
• Provide strategic leadership to ensure effective organization design, structure and staffing models.
• Drive organizational health, engagement, inclusion and culture initiatives

Talent Management / Development:

• Partner with Talent Management COE to develop talent strategies that drive business impact and outcomes
• Partner with business leader and LT to engage in regular talent reviews, organization reviews, career development planning, performance reviews, strategic workforce planning, etc.
• Identify and plan for future talent needs, while developing the talent pipeline. Strengthen succession planning and talent readiness.
• Consult with leaders on training and development needs within their teams. Partner with L&D COE partners to develop and implement meaningful learning and career pathways for employees.

Talent Acquisition:

• Partner with the Talent Acquisition COE to effectively develop strategies to recruit and fill open positions and future talent needs with superior talent, while ensuring a diversity of talent for each open position.
• Support client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization.
• Work to build internal bench strength in client organizations so that we have ―the right talent, at the right place, at the right time.

Employee Relations

• Partner with the Employee Relations COE and leadership to anticipate, identify and facilitate resolution of employee relations issues.
• Counsel Executives consistent with Medtronic policies/practices, legal considerations, and company priorities—advocating both company and employee concerns.

Total Rewards Management:

• Partner with the Total Rewards COE to effectively implement and communicate Medtronic compensation and benefits programs to successfully attract, motivate and retain employees.
• Assist in identifying and developing innovative incentive/reward systems which address the unique needs of their client organizations.
• Ensure clear differentiation of performance in rewards and recognition.

Other:

• Manage/participate on key projects and initiatives as required.

MUST HAVE: MINIMUM REQUIREMENTS:

• Bachelor’s degree and 10+ years of progressive experience in Human Resources; or, a Master’s degree and 8+ years of progressive experien