HR Business Partner

Arthrex•Ave Maria, FL

4d•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 experienced HR Business Partner to join our manufacturing HR organization. In this strategic role, the HR Business Partner will collaborate closely with business leaders to develop and execute workforce strategies, enhance organizational effectiveness, and support business transformation in a fast-paced, global environment. This position is based at our manufacturing facility in Ave Maria, FL. The ideal candidate will hold a bachelor's degree and have at least three years of experience in a HR Business Partner or Employee Relations role. Candidates should demonstrate strong analytical and problem-solving skills, exceptional relationship-building capabilities, and excellent verbal and written communication skills, including active listening and the ability to effectively influence others. To be successful in this role, the individual must quickly establish credibility and build productive partnerships with employees and leaders across all levels of the organization. The HR Business Partner will serve as a trusted advisor, providing guidance on HR policies, employee relations matters, talent initiatives, and organizational challenges. This role requires someone who can balance strategic thinking with hands-on execution while fostering a positive, compliant, and high-performing workplace culture in a dynamic and evolving business environment. 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.
Minimum of three years of HRBP or Employee Relations experience required.
Experience with SAP is a plus.
Subject matter expertise with the ability to influence leaders
Skilled in navigating complex stakeholder environments
Ability to interpret data and translate insights into action
Experience with HR analytics tools and workforce metrics
Ability to provide strategy options for workforce needs
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.
Intermediate 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 work independently and interact with all levels of management.
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

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’s 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 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