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 that enhance 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.

Requirements

Bachelor’s degree in business, industrial relations, organizational development, human resources, or a related field.
At least six years of HR experience.
Knowledge of human resources practices and principles and applicable labor, pay, and benefits laws and regulations.
Excellent verbal and written communication, decision-making, presentation, and interpersonal skills.
Leadership, analytical, and 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 work effectively in a fast-paced environment, collaborate, accept direction, and follow through on work.
Ability to challenge and debate important issues, consider different points of view, and persuade using details and facts.
Strong problem-solving and critical-thinking abilities, including the ability to develop and present solutions.
Ability to handle concrete variables in situations with limited standardization and interpret varied technical instructions in mathematical, diagram, written, oral, or schedule form.
Working knowledge of Microsoft Outlook and Excel.

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 and drive workforce strategies and programs supporting talent acquisition, employee 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 to support operational goals and business 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, and HR metrics, and provide actionable recommendations to leadership.
Compile, analyze, and submit regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other HR-related reports.
Design and implement programs to 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 improve the performance management process, including training leaders on goal setting, evaluations, feedback, and employee development planning.
Interpret, apply, and ensure fair, consistent, and objective administration of company policies, procedures, and employment practices while mitigating organizational risk.
Monitor HR trends, labor market conditions, employment legislation, regulatory requirements, and industry best practices; advise leadership on business impacts and 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.