Sr HR Program Manager - Cranial Spinal Technologies (CST)
About The Position
Across our global Neuroscience organization, we advance care for some of medicine’s most complex neurological and spinal conditions. By combining innovative technology, data-driven insights, and deep clinical expertise, we partner with physicians and health systems to improve how patients are treated and supported throughout their care journey. Our Cranial & Spinal Technologies (CST) operating unit advances surgical care for spine and cranial conditions through an integrated ecosystem of implants, navigation, robotics, imaging, and planning tools. Platforms like AiBLE enhance precision, efficiency, and outcomes for complex procedures worldwide. As an HR Business Partner within CST, you will play a pivotal role in enabling business performance through people. Serving as a strategic partner to leaders across Quality, Clinical, Regulatory, Medical Affairs, Health Economics, Legal, and U.S. Commercial, you will influence talent, culture, organization design, and workforce strategies that support both growth and innovation. This is a highly visible role that offers the opportunity to work across diverse functions, collaborate with senior leadership, and make a meaningful impact on teams that help bring life-changing technologies to patients around the world. This is an onsite role in our Lafayette office.
Requirements
- Bachelor’s degree
- Minimum of 7+ years of progressive HR experience, OR an advanced degree with 5+ years of progressive HR experience
Nice To Haves
- Experienced HR professional with a successful track record of partnering with leadership teams to implement HR programs in a fast-paced global matrixed business.
- Experience in Medical device, Technology, Healthcare, or Consumer Product industry a plus.
- Experience working with Commercial Sales teams.
- Strong understanding of talent management, development, employee engagement, and organizational effectiveness best practices.
- Results orientation –meet goals consistently and go beyond them. Demonstrates a high sense of urgency, creativity, & is comfortable leading through ambiguity & managing manage multiple projects.
- Influencing - Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients.
- Solution Orientation – able to think beyond own area and apply critical thinking, incorporating both analytical and conceptual abilities.
- Collaborative - Reaches across boundaries internally and externally to develop and 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.
- 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).
- Consulting - Strong coaching, consulting and facilitation skills.
- Proficiency in HRIS software (Workday) and Microsoft Office suite.
- Proficiency in HR analytics and data-driven decision-making
Responsibilities
- Collaborate with HR Business Partner and HR COEs to provide high-impact HR solutions.
- Support critical HR processes, including workforce planning, compensation reviews, performance management partnership with the HR COEs.
- Communicate and implement proactive strategies pertaining to organization design, succession planning, and employee development and engagement in support of strategic objectives.
- Support organizational change initiatives and provide guidance on change management process.
- Partner with CoEs on strategies to develop and enhance business and technical capabilities for the employee population to include knowledge enhancement, career and leadership development.
- Support Leaders and the Talent Acquisition COE to identify and staff critical roles, build organization capabilities, and bench strength.
- Partner with the Employee Relations COE and leaders to anticipate, identify and facilitate resolution of employee relations issues.
- Champion efforts to ensure an inclusive workforce. Partner with HR and leadership to develop and implement initiatives
- Detect organizational trends and alert HR partners to enable appropriate actions.
- Use HR data to measure progress and provide insights for data-driven decision-making.
- Provide regular updates to stakeholders to communicate program progress and outcomes.
Benefits
- 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)
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What This Job Offers
Job Type
Full-time
Career Level
Principal
