HR Business Partner

Arthrex•Santa Barbara, CA

4d•$84,525 - $115,000•Onsite

About The Position

Arthrex, Inc. is seeking an experienced HR Business Partner to join its Human Resources organization at its Santa Barbara, California facility. In this strategic role, the HR Business Partner collaborates with business leaders to develop and execute workforce strategies, enhance organizational effectiveness, and support business transformation in a fast-paced, global environment. The HR Business Partner serves as a trusted advisor to employees and leaders across all organizational levels, providing guidance on HR policies, employee relations, talent initiatives, and organizational challenges. The position balances strategic thinking with hands-on execution and supports a positive, compliant, high-performing workplace culture. The role works under general direction, participates in determining assignment objectives, and has work reviewed upon completion for adequacy in meeting those objectives.

Requirements

Bachelor’s degree required; preferably in Business, Management, or Human Resources.
At least three years of HR Business Partner or Employee Relations experience required.
Experience with SuccessFactors EC or another HRIS.
Subject matter expertise and ability to influence leaders.
Skill 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 with Microsoft Word, Excel, PowerPoint, and Outlook.
Excellent verbal, written, analytical, project, research, organizational, and interpersonal skills; attention to detail; and ability to manage multiple priorities and deadlines.
Intermediate knowledge of state and federal wage and hour laws, employment law, and workers’ compensation.
Ability to handle sensitive and confidential employee information discreetly.
Ability to work independently and interact with all levels of management.
Ability to define problems, collect data, establish facts, and draw valid conclusions.
Ability to comprehend and apply language skills required for the job, communicate ideas and issues verbally, and write and record information as required by procedures.

Responsibilities

Coach senior leaders on leadership capability, team effectiveness, and performance management.
Intervene in complex team or leadership dynamics.
Coach leaders on managing change, ambiguity, and workforce impact.
Champion a high-performance and values-driven culture.
Proactively identify organizational risks, including attrition, capability gaps, and culture drift.
Participate in business planning cycles to embed people strategies in financial and operational plans.
Translate business objectives into talent priorities, capability needs, and culture initiatives.
Identify critical roles, succession pipelines, and emerging capability gaps.
Partner with legal and compliance on complex employee matters.
Partner with Talent Acquisition and L&D on proactive talent pipeline development.
Guide leaders through operating model evolution.
Apply structured frameworks to support adoption and sustained outcomes.
Use data to influence decisions.
Design initiatives that enhance the employee experience across the lifecycle.
Support leadership development planning aligned with future capability needs.
Guide leaders through calibration, differentiation, and talent decisions.
Partner with leadership to act on engagement data with measurable outcomes.
Build dashboards and storytelling narratives for leadership.
Advocate for and adopt HR technology, automation, and digital tools.