Director, HR Business Leader

Edwards Lifesciences•Irvine, CA

10h•$145,000 - $205,000•Onsite

About The Position

Making a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you’ll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives. The Director, Human Resources will work with our Transcatheter Mitral Valve Replacement (TMVR) and Transcatheter Mitral and Tricuspid Therapies (TMTT) Strategy/Global Marketing/PMO teams with accountability for creating, influencing, and executing human capital strategies for various parts of the organization. This includes functioning as an expert on people and organizational issues and performing as the catalyst in delivering HR solutions in order to attract, develop, and retain talent and to support the specific needs of the business groups and overall business objectives. Work Schedule: Given the collaborative and complex nature of this work, this role is in person full time in Irvine, CA. How you will make an impact: Act as a strategic thought partner for an individual site and/or significant function(s); review and analyze business and talent data and metrics to support decision-making, as well as identify and recommend systemic and programmatic improvements needed by the business. Contribute to the design and delivery of local people plans which integrate with the wider HR Strategy and enable the delivery of strategic and operational business plans and a consistently great employee experience Use highly effective consulting skills and principles to advise, influence and partner with leadership on talent strategies and actions to build organizational capabilities and an engaged and high-performing organization. Consult with and coach front-line people managers/leaders, serving as the HR point of contact for non-HR Solutions services. Aid in the execution of the Talent and Organization (T&O) strategy by connecting supported teams to the appropriate HR services. Provide broad HR consulting services to leaders and managers in areas such as talent development, assessment of skill needs and gaps; work with HR resources to address talent needs. Proactively drive improvements to business performance by providing expertise on organization design and change. Provide diagnostic services on a range of HR issues; analyze and define problems, and in collaboration with COE and HR Solutions colleagues, produce a range of solutions. Anticipate business needs and communicate them to cross-functional HR colleagues. Influence colleagues, managers, and employees to adopt new HR processes and tools. Other incidental duties.

Requirements

Bachelor's Degree in in Human Resources, Business, Management, Organization Development, or related field with 12 years of progressive HR or relevant consulting experience or equivalent work experience based on Edwards criteria

Nice To Haves

Master's Degree or equivalent in in related field with 11 years experience of relevant experience or equivalent work experience based on Edwards criteria
Healthcare experience strongly preferred
Cross-functional Human Resources domain expertise with working knowledge across the HR service catalog
Proven track record of working across geographical boundaries and different cultures
Experience working in an operating model that leverages shared services delivery preferred
Experience providing feedback and coaching to managers
Experience and understanding of HR enabling technologies (e.g., case management, employee and manager self-service) and how they work within a customer service business environment (ServiceNow preferred)
Experience with an ERP system (Workday preferred)
Experience with Microsoft tools and applications
General knowledge of the life sciences industry, and deep understanding of the business
Familiarity with HR and people strategy, provides coaching to managers in areas such as employee relations, employee experience, and people leadership development initiatives
Adept at functioning effectively within a team environment, and presents ideas and opinions in a respectful and collegial manner
Employ a mix of operational and strategic thinking during decision-making
Demonstrate a high degree of confidentiality and sensitivity to compliance-related matters
Ability to build and maintain strong relationships across the organization
Demonstrate exceptional customer service
Ability to support decision making with insights from workforce data and effective storytelling
Ability to interact professionally with all organizational levels while establishing a positive reputation
Ability to plan, organize, and execute projects with successful outcomes
Ability to exercise sound judgment with minimal direction/guidance but also knows when to escalate issues to HR leaders/executives
Ability to manage multiple projects simultaneously with strong results/goal orientation
Ability to establish relationships and influence across multiple levels and functions
High degree of adaptability to change; champions the importance of change in the workplace
Operate with a global mindset
Excellent verbal and written communication skills
Adhere to all company rules and requirements (e.g., pandemic protocols, Environmental Health & Safety rules) and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control

Responsibilities

Act as a strategic thought partner for an individual site and/or significant function(s); review and analyze business and talent data and metrics to support decision-making, as well as identify and recommend systemic and programmatic improvements needed by the business.
Contribute to the design and delivery of local people plans which integrate with the wider HR Strategy and enable the delivery of strategic and operational business plans and a consistently great employee experience
Use highly effective consulting skills and principles to advise, influence and partner with leadership on talent strategies and actions to build organizational capabilities and an engaged and high-performing organization.
Consult with and coach front-line people managers/leaders, serving as the HR point of contact for non-HR Solutions services.
Aid in the execution of the Talent and Organization (T&O) strategy by connecting supported teams to the appropriate HR services.
Provide broad HR consulting services to leaders and managers in areas such as talent development, assessment of skill needs and gaps; work with HR resources to address talent needs.
Proactively drive improvements to business performance by providing expertise on organization design and change.
Provide diagnostic services on a range of HR issues; analyze and define problems, and in collaboration with COE and HR Solutions colleagues, produce a range of solutions.
Anticipate business needs and communicate them to cross-functional HR colleagues.
Influence colleagues, managers, and employees to adopt new HR processes and tools.
Other incidental duties.