HR Program Director, Neurovascular

Medtronic•Irvine, CA

8d•$168,000 - $252,000•Onsite

About The Position

At Medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You’ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world. A Day in the Life The Director, Human Resources Business Partner (HRBP) provides strategic HR leadership to Medtronic’s Neurovascular (NV) functions, including US Sales, Marketing, Operations, Regulatory, Clinical & Medical Science, and Quality. Acting as a trusted advisor to NV leaders, the HRBP collaborates to 1) Develop and implement talent strategies that align with business objectives; 2) Leverage the capabilities of our HR Centers of Expertise (COE); and 3) Execute against the talent strategy and drive business results. A deep understanding of the NV business and alignment with its strategic direction are essential. The HRBP ensures organizational alignment with NV goals, KPIs, and the Medtronic Mission. Key responsibilities include providing HR consultation to the business to advance both short- and long-term strategic business priorities. They will be accountable for organizational development and effectiveness, change management, leadership coaching, workforce planning and talent management. The HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR COEs and HR Shared Services resources to ensure the effective execution of HR Programs and initiatives, providing a significant impact to business results and the overall employee experience. At Medtronic, we bring bold ideas forward with speed and decisiveness to put patients first in everything we do. In-person exchanges are invaluable to our work. We’re working onsite 4 days a week as part of our commitment to fostering a culture of professional growth and cross-functional collaboration as we work together to engineer the extraordinary. This position will be onsite at our Irvine, CA office location.

Requirements

MUST HAVE: MINIMUM REQUIREMENTS Bachelor's degree with 10+ years of progressive experience in Human Resources and 7+ years of managerial experience, or, advanced degree with 8+ years of progressive Human Resources experience and 7+ years of managerial experience

Nice To Haves

NICE TO HAVE Master’s degree in Business, I/O Psychology or Human Resources
8+ years of progressive business management experience, with exposure to high performing organizations, including best practices in HR
Previous HR leadership roles in a high-growth, fast-paced business, ideally supporting a commercial organization
Experience in organizational transformation HR leadership role
Experience in HR strategy development and execution.
Experience in developing and implementing large-scale change initiatives.
Experience in a global, matrix management structure.
Business acumen: Good business sense and judgement reflected in key decisions made
Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design.
Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
Consulting: Strong coaching, consulting and facilitation skills
Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency.
Demonstrated ability to prioritize and manage multiple projects simultaneously
Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization)
Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders

Responsibilities

Change Management & Organization Leadership: Gain a comprehensive understanding of the NV business and its role within Medtronic Lead organizational transformation, partnering with NV leaders to elevate business performance Design and drive strategic initiatives to enhance organizational effectiveness, functional excellence, customer impact, and patient value Shape effective organizational structures and staffing models Champion change management, guiding shifts in mindsets and behaviors to achieve our Mission and NV strategy Promote organizational health, engagement, inclusion, diversity, equity, and culture initiatives
Business Alignment & Talent Management Strategy Partner with Talent Management COE to develop talent strategies that drive business outcomes and foster a high-performance culture Build credible, authentic relationships with leaders and teams to influence business results Identify future talent needs and strengthen the talent pipeline through succession planning and talent readiness Advance Inclusion, Diversity, and Equity goals, ensuring diverse talent representation Advise NV leaders on team development needs and partner with L&D COE to create meaningful learning and career pathways
Creating an Aligned and Cohesive HR Experience Key integrated partnerships include: Organizational Development/Effectiveness – Partner to consult, assess and drive organizational effectiveness strategies Inclusion, Diversity, Equity - Drive progress toward GIDE aspirations and ensure diversity of talent. Talent Management - Partner to implement regular talent and organizational reviews, career development planning, performance management, workforce planning, and organizational health assessments/surveys. Talent Acquisition – Partner to identify key functional and leadership talent to strengthen the talent pipeline and increase organizational diversity. Total Rewards - Partner to effectively implement and communicate Medtronic compensation and benefits programs to successfully attract, motivate and retain employees. Ensure clear differentiation of performance in rewards and recognition. Employee Relations - Partner to anticipate, identify and facilitate resolution of employee relations issues.
Other: Participate in benchmarking and best practices research as it applies to NV, our competition and Medtronic business overall. Provide leadership and/or serve as representation on NV and/or Medtronic committees or task forces. Manage/participate on key projects and initiatives as required.

Benefits

Medtronic offers a competitive Salary and flexible Benefits Package
We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
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)