Human Resources Business Partner

Arthrex•Pelican Bay, FL

13d•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 department is actively seeking a Human Resources Business Partner for our corporate team. The HRBP role will be a strategic partner who collaborates directly with business leaders to shape workforce strategy, drive organizational performance, and enable transformation in a rapidly evolving global environment. We are seeking a proactive and relationship-focused HRBP to join our team at the SWFL corporate office in Naples, FL. The ideal candidate will possess a bachelor's degree and a minimum of three years of experience in a Human Resources Business Partner or Employee Relations role. This individual will demonstrate strong problem-solving abilities, exceptional relationship management skills, and outstanding communication capabilities, including active listening and professional written communication. Success in this role requires the ability to quickly establish and navigate new relationships, influence and support leaders at all levels, and guide managers on HR policies, procedures, and employee relations matters. The HRBP will serve as a trusted advisor, helping drive business outcomes while fostering a positive, compliant, and high-performing workplace culture in a dynamic and rapidly evolving 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.
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
Translates 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 change 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