HR Manager

HR Manager

Site: Stryker Instruments, Cork

Hybrid Working Model.

Role: Permanent

Position Summary

This position is responsible for executing the talent strategy, providing a consistent experience to directors, managers and employees and supporting and executing the engagement strategy for the market. They possess a solid understanding of all HR functions and work with business clients and/or HR partners in areas such as employee relations, compensation, and performance management.

The role will support workforce planning, talent management processes, succession planning, change management, leadership capability initiatives, organizational design and organizational development to ensure the organisation is positioned to meet current and future business needs while fostering a high-performing, respectful and positive workplace culture.

What you will do:

• Serves as subject-matter expert to managers and directors

• Implements change based on proven change management techniques

• Applies policies and procedures across an organisation; interprets both policies and changes to policy

• Applies compliance knowledge to protect organisation and mitigate risk

• Identifies and reports trends to Senior HR Leaders for business unit

• Facilitates difficult interactions among organisational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders

• Builds consensus and settles disputes on HR policy and practice decisions

• Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions

• Partners with business leaders to support workforce planning activities, ensuring organisational capability, talent availability and succession readiness align with current and future business needs.

• Supports organisational design and organisational effectiveness initiatives to enhance team performance, accountability and business outcomes.

• Leads organizational development interventions s required

• Contributes to talent management and succession planning processes, including talent reviews, leadership assessment and development planning.

• Utilises workforce insights and organisational data to identify opportunities to strengthen leadership capability, employee engagement and organisational performance.

• Demonstrates working knowledge of the labour market and its relation to organisational success

• Partners with managers, directors and HR to proactively implement business solutions, utilising HR expertise and perspective; supports managers on HR projects

• Coaches managers and directors on HR and business-related issues

• Executes programs, policies and procedures to drive an engaged and performing organisational culture

• Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement and leadership development, partnering with subject-matter experts as appropriate

• Analyses root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders

Education & Special Trainings

• B.A. or B.S from accredited university required

• Advanced Degree preferred

What you will need:

• 8+ years of work experience required - previous HR experience including supporting multiple functions and interacting with COE's and business leaders is required

• 8+ years of increasingly responsible human resources experience and previous demonstrated HR expertise at manager or HRBP level preferred

• Strong facilitation, consulting, relationship-building, influence, negotiation skills, and project management skills

• Demonstrated business and analytical ability with a proven ability to build relationships, leverage workforce insights and influence different stakeholder groups

• Demonstrated implementation and execution ability of complex change management processes

• Capability to interact with individuals at all levels within the organisation

• Experience supporting workforce planning, talent management and succession planning processes within a complex organisational environment.

• Experience of building leadership capability at multiple organizational levels

• Demonstrated ability to partner with business leaders on organisational effectiveness, organisational design and change management initiatives.

• Experience utilising people analytics and workforce insights to support decision-making and business objectives.

• Proven ability to influence and coach leaders on organisational, talent and leadership-related matters.

• Demonstrated conflict resolution skills

• Strong situational assessment and objective evaluation skills

• Advanced written, verbal, and interpersonal communication skills

#IJ