Senior HR Business Partner

Integra LifeSciences•Princeton, NJ

8d•$125,350 - $172,500•Hybrid

About The Position

Changing lives. Building Careers. Joining us is a chance to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, our colleagues are challenging what’s possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care. The HR Business Partner serves as a trusted advisor to senior business leaders, translating business priorities into people plans - aligned with the people strategy - that strengthen organizational capability, leadership effectiveness, and business results.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum 12 years of HR related experience
Strong facilitation skills, basic business acumen, analytical and strategic and critical thinking skills
Experiences in at least one HR Center of Excellence including Talent Acquisition, Total Rewards, People & Organizational Development, Employee Relations / Labor Relations, or HR Operations
People-centered change management skills, agile and resilient
Solid understanding of HR analytics, plus ability to synthesize and connect multiple inputs and translate them into simple solutions and messages.
Ability to influence at all levels in a matrix environment with strong interpersonal skills and effectiveness, strong coaching skills.
Ability to coach, mentor and advise where appropriate to help employees grow and develop in alignment with business and personal goals
Strong project management skills
Experience with HR systems & tools
Good judgment and ability to balance the needs of the company, managers and employees
Ability to demonstrate Integra values and an enterprise mindset.

Nice To Haves

Additional certifications (e.g., SHRM-SCP, PHR/SPHR) are a plus.

Responsibilities

Provide strategic partnership to the business, influencing people and culture decisions through deep connection to and knowledge about the business, markets, priorities and strategic plans
Lead the development and execution of talent, workforce, and organizational strategies to ensure the business has the capabilities, leadership, and capacity required to achieve current and future objectives.
Partner with business leaders to assess organizational effectiveness, identify capability gaps, and design solutions that improve organizational performance and team effectiveness.
Lead workforce planning discussions and talent reviews to identify critical talent needs, succession risks, and future capability requirements.
Work with the Talent COE and executive and global leadership team leaders to facilitate sessions to articulate and grow leadership capabilities within the function
Provide group and one-on-one coaching with executive teams, managers and employees to support leadership development, engagement interventions, business decision-making, and problem solving.
Identify learning and development needs and works with the Talent COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed
Provide advice and counsel to managers and employees on all performance related issues, including training managers on the execution of the annual performance management cycle and advising on performance plans
Facilitate the resolution of performance and employee relations related issues. Ensure consistent application and compliance of human resources policies and employment laws and regulations, as well as management of unions and works councils, where relevant.
Assess organizational gaps and lead organization design solutions to meet business needs, while achieving optimal organizational performance and efficiencies
Develop and implement effective change management strategies to enable organizational success in periods of transition
Participate in and able to lead enterprise-wide HR change initiatives
Partner with the business and Compensation on the roll out and maintenance of Integra’s job architecture framework
Partner with the business to execute on the annual salary planning process
Make recommendations on compensation decisions using available tools and resources (market and internal data) and with alignment with Compensation COE, when needed.
Partner with the business and finance to assess resource needs based on strategic initiatives and direction.
Communicate and create alignment with Talent Acquisition COE on recruiting strategies and to ensure proactive and optimal talent sourcing outcomes
Facilitate the selection of high performing and diverse talent to fill critical roles in the organization