Sr Director, BUHR IT and GBS
About The Position
The Senior Director, Human Resources Business Partner (BUHR) will serve as the primary strategic HR leader for DePuy Synthes' Global Business Services (GBS) and Global Information Technology (IT) organizations. This individual will partner closely with executive leaders to develop and execute workforce, talent, organizational, and culture strategies that enable business transformation and enterprise growth. In addition to leading all traditional HR Business Partner responsibilities, this role will also be accountable for the people strategy and HR execution required to establish and scale three critical enterprise capabilities: New Global Capability Hub – Manila, Philippines New Global Capability Hub – Bogotá, Colombia New Global Capability Center (GCC) – Bangalore, India This is a highly visible role requiring a leader who can operate strategically while driving complex execution. The successful candidate will bring demonstrated experience building or scaling shared services, global capability centers, or business services organizations and will have successfully supported large-scale talent acquisition and organizational growth in compressed timeframes. This role represents a unique opportunity to shape the future of DePuy Synthes by helping build the foundational people, talent, and organizational capabilities that will support our transformation into a standalone global orthopedics leader. The individual selected will have direct impact on the success of our Global Business Services model, our digital transformation agenda, and the establishment of critical global capability centers that will become strategic engines of growth for the company. This role sits at the center of business transformation, talent strategy, and organizational scale-up—making it one of the most consequential HR leadership positions in the enterprise.
Requirements
- Bachelor's degree required.
- 12+ years of progressive Human Resources experience with significant HR Business Partner leadership experience.
- Experience supporting senior executives in large, global organizations.
- Demonstrated expertise in organizational design, change management, talent management, workforce planning, and leadership coaching.
- Proven experience standing up, scaling, or transforming a: Shared Services organization, Global Business Services organization, Global Capability Center (GCC)
- Experience leading large-scale hiring and talent ramp-up initiatives within aggressive timelines.
- Strong executive presence with the ability to influence and challenge senior leaders.
- Experience working across multiple geographies and cultures.
Nice To Haves
- Experience supporting Global IT, Digital, Technology, Shared Services, Business Services, or Transformation organizations.
- Experience building capability centers or shared services operations in Asia, Latin America, or other emerging talent markets.
- Experience in medical devices, healthcare, life sciences, or other highly regulated industries.
- Experience supporting organizations undergoing significant transformation, separation, integration, or operating model redesign.
Responsibilities
- Serve as the trusted HR advisor to senior leaders across Global Business Services and Global IT.
- Shape and execute talent, workforce, organizational effectiveness, and culture strategies aligned with enterprise priorities.
- Translate business strategy into pragmatic people plans that enable operational excellence, digital transformation, and business growth.
- Coach executives and leadership teams to enhance effectiveness, decision-making, collaboration, and organizational health.
- Lead organization design, workforce planning, succession planning, and capability-building initiatives.
- Lead all HR-related activities associated with establishing and scaling the organization's capability hubs in Manila and Bogotá and the GCC in Bangalore.
- Design and implement talent acquisition, onboarding, organizational design, leadership, culture, and employee experience strategies to support rapid ramp-up.
- Partner with business leaders to define workforce requirements and build scalable people infrastructure.
- Ensure consistency of culture, values, and employee experience across global locations while recognizing local market dynamics.
- Develop and execute workforce transition and capability migration strategies where appropriate.
- Lead workforce planning and hiring strategies to support accelerated growth across capability hubs and global functions.
- Partner with Talent Acquisition to deliver large-scale recruitment initiatives under aggressive timelines.
- Establish talent pipelines for critical technical, digital, business services, and leadership roles.
- Monitor hiring progress, workforce readiness, and talent risks while driving accountability for execution.
- Drive enterprise talent processes including talent reviews, succession management, leadership assessments, and development planning.
- Identify critical capability gaps and develop strategies to strengthen organizational readiness.
- Partner with leaders to build diverse leadership pipelines and high-performing teams.
- Lead people-related aspects of major transformation initiatives across GBS and IT.
- Ensure effective change management, communication, stakeholder alignment, and adoption of new operating models.
- Help leaders navigate ambiguity and organizational change during the company's separation and transition to a standalone enterprise.
- Foster an inclusive, high-performance culture aligned with company values and leadership expectations.
- Partner with Employee Relations, Legal, Compliance, and Centers of Excellence to address complex workforce matters.
- Drive employee engagement, retention, and organizational effectiveness initiatives across global teams.
Benefits
- Consolidated retirement plan (pension)
- Savings plan (401(k))
- Long-term incentive program
- Vacation –120 hours per calendar year
- Sick time - 40 hours per calendar year (may vary by state)
- Holiday pay, including Floating Holidays –13 days per calendar year
- Work, Personal and Family Time - up to 40 hours per calendar year
- Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
- Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
- Caregiver Leave – 80 hours in a 52-week rolling period
- Volunteer Leave – 32 hours per calendar year
- Military Spouse Time-Off – 80 hours per calendar year
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What This Job Offers
Job Type
Full-time
Career Level
Director
