HR Business Partner Associate

Arthrex•Ave Maria, FL

1d•Onsite

About The Position

Arthrex, Inc. is a global medical device company and a leader in new product development and medical education in orthopedics. The Human Resources team is seeking an HR Business Partner Associate to join our manufacturing HR organization. This role will work closely with business leaders and employees to support workforce initiatives, employee engagement, and organizational success. The HR Business Partner Associate will help implement HR programs, provide guidance on employee relations matters, and contribute to a positive workplace culture. This position is based at our manufacturing facility in Ave Maria, Florida. The ideal candidate will have a bachelor's degree in Human Resources, Business, or a related field, strong interpersonal and communication skills, a willingness to learn, and the ability to build positive working relationships across all levels of the organization. One year of HR experience in areas such as employee relations or HR generalist support is preferred. In this role, the HR Business Partner Associate will partner with managers and employees to provide support on HR policies, procedures, and workplace concerns. They will assist with employee relations matters, talent initiatives, and day-to-day HR activities while gaining exposure to strategic HR business partnership. Success in this position requires strong problem-solving skills, attention to detail, a customer-focused mindset, and the ability to thrive in a fast-paced manufacturing environment. The HR Business Partner Associate will serve as a trusted resource to employees and leaders while helping foster a positive, compliant, and high-performing workplace culture. Join our talented team at a global medical device company focused on Helping Surgeons Treat Their Patients Better™.

Requirements

Bachelor’s degree required; preferably in Business, Management, or Human Resources.
One year of HRBP or Employee Relations experience preferred.
Experience with SAP is a plus.
Integrate with the business to build relationships
Ability to provide accurate data reporting to determine trends
Ability to learn new systems quickly to perform most job functions
Experience in Microsoft Word, Excel, PowerPoint and Outlook.
Excellent verbal, written, analytical, project, research, organizational and interpersonal skills with a sharp attention to detail and the ability to handle multiple priorities simultaneously while meeting deadlines.
General knowledge of state and federal laws and regulations in the areas of wage and hour laws, employment law, and workers’ compensation.
Highly discrete individual who can handle sensitive and confidential employee information.
Ability to comprehend and apply language skills to the degree required to perform the job based upon the job requirements listed above.
Ability to verbally communicate ideas and issues effectively to other team members and management.
Ability to write and record data and information as required by procedures.

Nice To Haves

One year of HRBP or Employee Relations experience preferred.
Experience with SAP is a plus.

Responsibilities

Coaches senior leaders on leadership capability, team effectiveness, and performance management
Intervenes in complex team or leadership dynamics
Coaches leaders on managing change, ambiguity, and workforce impact
Champions a high-performance and values-driven culture
Proactively identifies organizational risks (e.g., attrition, capability gaps, culture drift)
Participates in business planning cycles to ensure people strategies are embedded in financial and operational plans
Translate business objectives into clear talent priorities, capability needs, and culture initiatives
Identifies critical roles, succession pipelines, and emerging capability gaps
Partners with legal and compliance on complex employee matters
Partners with Talent Acquisition and L&D to ensure proactive talent pipeline development
Guides leaders through operating model evolution
Apply structured change frameworks to ensure adoption and sustained outcomes
Use data to influence decisions
Designs initiatives that enhance the employee experience across the lifecycle
Supports leadership development planning aligned with future capability needs
Guides leaders through calibration, differentiation, and talent decisions
Partners with leadership to act on engagement data with measurable outcomes
Build dashboards and storytelling narratives for leadership
Advocates for and adopts HR technology, automation, and digital tools