Senior Director, Global Functions HRBP

Medtronic•Fridley, MN

1d•$213,600 - $320,400•Onsite

About The Position

The Senior Director, Human Resources Business Partner, reports to the VP HR Global Functions and is a key business partner and trusted advisor to the Chief Technology Officer. In this role you will provide HR leadership and consultation to the function to achieve short and long-term strategic and organizational priorities. You are accountable for organizational development and effectiveness, organizational change management, leadership coaching, workforce planning and talent management. Additionally, you will collaborate with other HR Business Partners, HR Centers of Expertise (COE) and 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. We are seeking a strategic, experienced, and results-driven HR Business Partner to collaborate closely with senior leaders in our Corporate Finance Function. The HRBP will collaborate closely with senior Corporate Finance leaders to understand their needs, objectives, and transformation goals. They will provide strategic HR support helping to build a high-performance culture that encourages innovation, collaboration, and continuous improvement. The HRBP will be a key driver in aligning talent and organizational strategies that impact employee engagement and business results. 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.

Requirements

Bachelor’s degree and at least 15 years of progressive experience in HR or Master’s degree and at least 13 years of progressive experience in HR, with exposure to high performing organizations, including HR best practices.

Nice To Haves

MBA with HR specification or Master’s degree in HR
In-depth knowledge of business management concepts and practical applications gained through cross-functional business experience
Strong analytical, project management and execution skills
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

Assesses critical enterprise issues, designs organization development tools, and evaluates both long/short-term strategic plans to enhance company performance.
Designs and implements programs and processes including organizational design, process improvement, and training to enhance the effectiveness of managers, teams and organizations to increase productivity and customer satisfaction.
Assesses critical enterprise issues and designs organization development and strategic plans to enhance company performance.
Facilitates change management through design and implementation of reengineering and/or reorganization efforts.
Advises on team design and performance.
Identify the need for changing mindsets and behaviors in order to deliver our Mission and functional strategy; offer thought partnership to develop change management plan to deliver the required outcomes.
Partner with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, enable culture development plans, bring employee engagement plans to life, and drive inclusion and diversity initiatives.
Provide strategic direction to build upon our high-performance culture
Actively participates with business leadership in strategy development and operational planning
Establish strong partnering relationships across Medtronic business operating units, regions, and functions to enable business outcomes
Maintain an “outside-in” perspective to leverage current industry and Medtronic best practices and insights in support of business and talent strategies
Influence business outcomes through credible and authentic relationships with leaders and colleagues
Counsel leaders in alignment with Medtronic policies/practices, legal considerations, and company priorities—advocating both company and employee concerns
Serve as a trusted advisor and coach to senior leaders in the OU, giving effective feedback, performance coaching, and development advice in support of their leadership effectiveness
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.

Benefits

In addition to Base Salary, this position is eligible for a long-term incentive plan, which provides the opportunity to earn significant incentive compensation for achieving or exceeding your goals.
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)