Senior HR Director, Global Service & Repair

at  Medtronic

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.

PHYSICAL JOB REQUIREMENTS

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role. (ADA-United States of America).
We look for strategic, results-oriented colleagues who have a clear vision of where we are going and how to get there, bold inclusive thinkers who create new ideas and bring our best solutions forward to benefit our patients, business partners, and customers.

PHYSICAL JOB REQUIREMENTS

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.
The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.

Minimum Qualifications “Must Have”

• Bachelor’s degree and 10+ years of progressive experience in Human Resource

Preferred Qualifications “Nice to Have”

• Master’s degree in Business, I/O Psychology or Human Resources
• Previous HR leadership roles in a high-growth, fast-paced business.
• Experience in organizational transformation HR leadership role
• Experience in HR strategy development and execution.
• Experience in developing and implementing large-scale change initiatives.
• Experience in a global, matrix management structure.
• Proficient with HRIS (Workday, PeopleSoft preferred), database, spreadsheet, presentation and word processing software.
• Strong business acumen: Good business sense and judgement reflected in key decisions made
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously
• F lexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization); and
• Collaborative: Reaches across boundaries internally and externally to develop and extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders

Change Management / Organization Leadership:

• Develop a strong knowledge of S&R and how it supports the broader enterprise.
• 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, Diversity & Equity 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.
• Drive progress toward Inclusion, Diversity and Equity aspirations and ensure diversity of talent
• 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:

• Participate in benchmarking and best practices research as it applies to S&R, our competition and Medtronic business overall.
• Provide leadership and/or serve as representation on Global Commercial Transformation & Operations and/or Medtronic committees or task forces.
• Manage/participate on key projects and initiatives as required.

Minimum Qualifications “Must Have”

• Bachelor’s degree and 10+ years of progressive experience in Human Resources

Preferred Qualifications “Nice to Have”

• Master’s degree in Business, I/O Psychology or Human Resources
• Previous HR leadership roles in a high-growth, fast-paced business.
• Experience in organizational transformation HR leadership role
• Experience in HR strategy development and execution.
• Experience in developing and implementing large-scale change initiatives.
• Experience in a global, matrix management structure.
• Proficient with HRIS (Workday, PeopleSoft preferred), database, spreadsheet, presentation and word processing software.
• Strong business acumen: Good business sense and judgement reflected in key decisions made
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously
• F lexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization); and
• Collaborative: Reaches across boundaries internally and externally to develop and extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders.