HR Business Partner, U.S. Medical Device Services

Eurofins USA Medical Devices•Maryland Heights, MO

About The Position

Serves as the primary Human Resources Business Partner and leader supporting the Medical Device Services (MDS) Division. Acts as a strategic advisor to business leaders while providing hands-on HR support across the employee lifecycle. Partners with division and site leadership to align people strategies with business objectives, drive organizational effectiveness, and address workforce challenges in a fast-paced, regulated environment. Leads initiatives focused on employee engagement, talent development, workforce planning, retention, productivity, and compliance, while fostering a positive, inclusive, high-performing workplace culture. Collaborates with operational leaders to deliver practical HR solutions that support business growth, strengthen employee relations, and improve the employee experience. The role supports supervisors, managers, directors, and executive leaders; develops workforce strategies and programs; advises on employee relations and performance matters; supports organizational change and design; analyzes workforce data and prepares required reporting; and develops and facilitates people-management training. It also helps ensure consistent application of policies and employment practices, compliance with employment laws and regulations, and fair handling of investigations and corrective actions. The position is full-time, Monday through Friday, 8 a.m. to 5 p.m., with overtime as needed. Candidates living within commuting distance of Maryland Heights, Missouri, are encouraged to apply.

Requirements

Bachelor’s degree in business, industrial relations, organizational development, human resources, or a related field.
Minimum of six years of HR experience.
Knowledge of HR practices and principles and applicable labor, pay, and benefits laws and regulations.
Excellent communication, decision-making, presentation, and interpersonal skills.
Leadership skills, analytical abilities, and effective project management skills.
Ability to interact professionally with employees and applicants.
Demonstrated leadership and vision in managing staff groups and major projects or initiatives.
Commitment to high professional ethical standards and a diverse workplace.
Ability to operate effectively in a fast-paced environment, work collaboratively, accept direction, and follow through on work.
Ability to challenge and debate important organizational issues and consider situations from multiple points of view.
Ability to persuade using details and facts.
Strong problem-solving and critical-thinking abilities; ability to solve problems and present solutions.
Ability to work with concrete variables in situations with limited standardization.
Ability to interpret technical instructions in mathematical, diagrammatic, written, oral, or schedule form.
Working knowledge of Microsoft Outlook and Excel.
Availability for the stated Monday-through-Friday schedule and overtime as needed.

Nice To Haves

Master’s or other advanced degree.
PHR certification.
Knowledge of Microsoft Word and PowerPoint.
Experience with and knowledge of Oracle.

Responsibilities

Serve as a strategic HR business partner and trusted advisor to supervisors, managers, directors, and executive leaders, aligning people strategies with business objectives and operational priorities.
Develop, implement, and drive workforce strategies and programs supporting talent acquisition, engagement, retention, succession planning, organizational effectiveness, and professional development.
Assess talent needs, workforce capabilities, organizational structure, and succession risks with business leaders, and recommend actions for short-term goals and long-term growth.
Advise and coach leaders on employee relations, performance management, talent development, promotions, transfers, organizational changes, corrective actions, and separations.
Lead and support change management, organizational design, and business transformation initiatives to improve productivity, effectiveness, and employee experience.
Analyze workforce trends, organizational risks, opportunities, HR metrics, and data, and provide actionable recommendations to leadership.
Compile, analyze, and submit regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other HR-related reporting.
Design, develop, and implement programs that strengthen employee engagement, leadership effectiveness, talent retention, and workplace culture.
Develop and facilitate training on leadership effectiveness, performance management, coaching, supervisory skills, employment law compliance, workplace investigations, diversity and inclusion, harassment prevention, and other people-management topics.
Administer and continuously improve the performance management process, including training leaders on goal setting, evaluations, feedback, and employee development planning.
Interpret and apply company policies, procedures, and employment practices consistently, fairly, and objectively while mitigating organizational risk.
Monitor HR trends, labor market conditions, employment legislation, regulatory requirements, and industry practices; advise leadership on impacts and needed policy or program changes.
Partner with management and the National Service Center to ensure compliance with federal, state, and local employment laws, regulations, and company policies.
Support Affirmative Action, Equal Employment Opportunity, diversity initiatives, and other compliance-related programs.
Lead or support sensitive employee relations matters, workplace investigations, conflict resolution, and corrective action processes while ensuring consistency, fairness, and legal compliance.
Perform other duties and special projects as assigned.