HR Generalist - Cranial Spinal Technologies

Medtronic•Lafayette, CO

23h•$71,200 - $106,800•Onsite

About The Position

Across our global Neuroscience organization, we advance care for some of medicine’s most complex neurological and spinal conditions. By combining innovative technology, data-driven insights, and deep clinical expertise, we partner with physicians and health systems to improve how patients are treated and supported throughout their care journey. Our Cranial & Spinal Technologies (CST) operating unit advances surgical care for spine and cranial conditions through an integrated ecosystem of implants, navigation, robotics, imaging, and planning tools. Platforms like AiBLE enhance precision, efficiency, and outcomes for complex procedures worldwide.

Requirements

Requires a Bachelor’s degree and minimum of 2 years of human resources experience or advanced degree with no minimum years of experience
Effective written and verbal communication
Ability to build strong relationships and understand employee needs
Demonstrated project management skills
Organizational skills that allow for driving plans against deadlines
Flexibility and ability to adjust to changing demands
Strong data analytics and familiarity with core HR systems (i.e. Workday, Power BI, AI tools)
Strong command of all MS Office applications (i.e. Excel, PPT, Teams, Forms)
Positive attitude with a willingness to learn and grow
For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.
The employee is also required to interact with a computer, and communicate with peers and co-workers.
Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.

Responsibilities

Reviews and manages the HR calendar to track progress against deadlines and the operating mechanisms needed to achieve results that allow us to be “brilliant with the basics.”
Collaborates with HRBPs to create data driven business analysis in service of key HR deliverables (i.e. OHS, Strategic Workforce Plan, Headcount Management, HR Dashboards etc).
Leverages data and analytics and AI tools to maximize efficiency of HR systems and processes.
Creates plans to engage leadership and teams to drive the HR or talent strategies as outlined in the KPIs, goals and strategic workforce plan. Leads project management effort to ensure progress to goals.
Work with HRBPs on Operating Unit culture initiatives, from ideation through execution of invitations, technology logistics, surveys and analysis.
Partners with US Sales LT and HRBP on: Headcount management - review weekly requests, ensure comp and budgets are complete for weekly call, and drives follow-up actions.
Annual promotion process – intake requests, confirm qualifications, work with Total Rewards to review, add to tracking spreadsheet
Responsible for and/or serves as an HR liaison in key projects.
Work with HR Business Operations to escalate outstanding HRmony tickets.
Creation of presentation documents and ability to present to multiple audiences.

Benefits

Competitive Salary
Flexible Benefits Package
Health, Dental and vision insurance
Health Savings Account
Healthcare Flexible Spending Account
Life insurance
Long-term disability leave
Dependent daycare spending account
Tuition assistance/reimbursement
Simple Steps (global well-being program)
Incentive plans
401(k) plan plus employer contribution and match
Short-term disability
Paid time off
Paid holidays
Employee Stock Purchase Plan
Employee Assistance Program
Non-qualified Retirement Plan Supplement (subject to IRS earning minimums)
Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums)