HR Business Partner
About The Position
The HR Business Partner partners with business leaders and employees to support organizational effectiveness, talent development, employee engagement, performance management, workforce planning, and employee relations initiatives. Serves as a trusted HR advisor to assigned client groups by providing practical solutions that align business objectives with talent strategies. This remote role applies broad HR expertise across multiple disciplines and leads significant HR projects and initiatives within supported functions. The Human Resources Business Partner leverages business knowledge, data-driven insights, and strong consulting skills to help leaders build high-performing teams, improve organizational effectiveness, and drive employee engagement while ensuring compliance with company policies and employment laws. Ideal candidates are located in Eastern or Central time zones.
Requirements
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
- Minimum of 3 years of related Human Resources experience or combination of equivalent relevant work experience.
- Experience supporting leaders in employee relations, talent management, employee engagement, onboarding, workforce planning, or organizational effectiveness.
- Experience in coaching, influencing, communication, and relationship-building skills with ability to manage multiple priorities and work effectively in a fast-paced environment.
Nice To Haves
- SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
- Experience supporting manufacturing, operations, engineering, or supply chain organizations.
- Proficiency with Microsoft Office, including Excel, PowerPoint, and Word, with the ability to analyze workforce data, create executive presentations, develop reports, and prepare professional communications and documentation.
- Experience utilizing HR systems, reporting tools, and workforce analytics to support business decisions.
- Strong analytical, problem-solving, project management, and organizational skills.
Responsibilities
- Partner with leaders to implement human resource strategies, programs, and initiatives that support business objectives and organizational priorities.
- Serve as the primary HR contact for assigned client groups, providing guidance on employee relations, performance management, workforce planning, employee engagement, and talent development.
- Lead and support cross-functional HR projects that impact multiple teams, functions, or locations.
- Consult with leaders to identify root causes of people-related challenges and develop practical solutions that improve team effectiveness and business performance.
- Coach managers on performance management, employee development, goal setting, feedback delivery, and leadership effectiveness.
- Conduct and lead workplace investigations, employee relations matters, conflict resolution activities, and corrective action processes while ensuring consistency and compliance.
- Support organizational changes, restructurings, workforce transitions, and change management initiatives within assigned client groups.
- Partner with business leaders to assess talent needs, identify succession risks, and execute talent review and development processes.
- Analyze workforce metrics including turnover, engagement, hiring, retention, and talent data to identify trends and recommend actions.
- Partner with leaders to develop and execute employee engagement and retention strategies.
- Participate in annual HR processes including performance management, compensation planning, talent reviews, succession planning, and workforce planning activities.
- Partner with Talent Acquisition to support recruiting strategies, interviewing, candidate assessment, and onboarding efforts.
- Collaborate with HR Centers of Excellence and business leaders to implement enterprise-wide HR programs and initiatives.
- Effectively communicate and influence employees and leaders at all organizational levels.
- Maintain knowledge of employment laws, HR best practices, and company policies to ensure compliance and effective risk management.
Benefits
- Competitive compensation
- Excellent healthcare including medical, dental, vision and prescription coverage
- Short & long term disability plus life insurance -- cost paid fully by CONMED
- Retirement Savings Plan (401K) -- CONMED matches your contributions dollar for dollar, with the potential for up to 7% per pay period
- Employee Stock Purchase Plan -- allows stock purchases at discounted price
- Tuition assistance for undergraduate and graduate level courses
- Employee Referral Program incentives
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
