Hr Business Partner Jobs

About The Position

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• At least 3 years of related Human Resources experience or an equivalent combination of relevant work experience.
• Experience supporting leaders in employee relations, talent management, employee engagement, onboarding, workforce planning, or organizational effectiveness.
• Coaching, influencing, communication, and relationship-building skills.
• Ability to manage multiple priorities and work effectively in a fast-paced environment.

Nice To Haves

• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification.
• Experience supporting manufacturing, operations, engineering, or supply chain organizations.
• Proficiency with Microsoft Office, including Excel, PowerPoint, and Word, and ability to analyze workforce data, create executive presentations, develop reports, and prepare professional communications and documentation.
• Experience using HR systems, reporting tools, and workforce analytics to support business decisions.
• Strong analytical, problem-solving, project management, and organizational skills.

Responsibilities

• Partner with leaders to implement HR strategies, programs, and initiatives that support business objectives and organizational priorities.
• Serve as the primary HR contact for assigned client groups, advising on employee relations, performance management, workforce planning, employee engagement, and talent development.
• Lead and support cross-functional HR projects affecting multiple teams, functions, or locations.
• Consult with leaders to identify the causes of people-related challenges and develop practical solutions that improve team effectiveness and business performance.
• Coach managers on performance management, employee development, goal setting, feedback delivery, and leadership effectiveness.
• Conduct and lead workplace investigations, employee relations matters, conflict resolution, and corrective action processes while ensuring consistency and compliance.
• Support organizational changes, restructurings, workforce transitions, and change management initiatives within assigned client groups.
• Partner with business leaders to assess talent needs, identify succession risks, and execute talent review and development processes.
• Analyze workforce metrics, including turnover, engagement, hiring, retention, and talent data, to identify trends and recommend actions.
• Partner with leaders to develop and execute employee engagement and retention strategies.
• Participate in annual HR processes, including performance management, compensation planning, talent reviews, succession planning, and workforce planning.
• Partner with Talent Acquisition on recruiting strategies, interviewing, candidate assessment, and onboarding.
• Collaborate with HR Centers of Excellence and business leaders to implement enterprise-wide HR programs and initiatives.
• Communicate effectively with and influence employees and leaders at all organizational levels.
• Maintain knowledge of employment laws, HR best practices, and company policies to support compliance and effective risk management.

Benefits

• Competitive compensation.
• Medical, dental, vision, and prescription coverage.
• Short- and long-term disability insurance and life insurance, with costs fully paid by CONMED.
• Retirement Savings Plan (401K), with dollar-for-dollar matching and potential matching of up to 7% per pay period.
• Employee Stock Purchase Plan allowing stock purchases at a discounted price.
• Tuition assistance for undergraduate and graduate courses.
• Employee Referral Program incentives for eligible referrals.