St. Jude Medical HR Business Partner in Austin, Texas
HR Business Partner
Austin, Texas, USA at http://sjm.referrals.selectminds.com/jobs/1327/other-jobs-matching/location-only
Human Resources at http://sjm.referrals.selectminds.com/landingpages/human-resources-opportunities-at-st-jude-medical-2
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We are seeking an experienced, high caliber Human Resources Business Partner to work in our Austin location. The Human Resources Business Partner (HRBP) will provide consulting and HR expertise to our Operations function on HR strategies, organization development, talent management and other business or HR initiatives. Through the design, development and implementation of HR strategies, the HRBP supports the achievement of business results and sustainable growth.
Each employee can make a difference at St. Jude Medical and has the power, either individually or as a team, to influence the success of the company. We are team-oriented, fast-paced and progressive. We value people with great ideas who partner with others both internally and externally to take action and accomplishgoals.
Impact this role will have on St. Jude Medical:
Build trust-based, collaborative, sustainable relationships with executives, managers and customer groups. Drive the implementation of the HR strategy in support of short and long-term business goals by building relationships across the organization.
Culture agent who can envision and collaborate with our leadership to continue growing and maturing the philosophies and practices of our dynamic culture. Creating content and programs to support the culture and continue establishing St. Jude Medical as an employer of choice.
Works independently and in accordance with all applicable federal, state and local laws/regulations and corporate procedures and guidelines. Maintains integrity of employment polices by providing managers with guidance and interpretation of corporate policies, practices and procedures.
Partner and consult with managers on a frequent basis, to identify and assess human resource needs and identify opportunities for improving employee and organizational performance.
Initiate and sustain continuous dialogue with managers on both internal and external change issues. Provide input to HRBP leaders and Centers of Excellence in development of change strategies and initiatives. Execute change management and communication strategies and initiatives within business unit.
Provide coaching to business leaders on complex employee relations issues with significant business impact.
Provide a full range of HR consulting services and problem solving including employee relations, compensation and rewards, organizational design and development, talent acquisition and performance management. Guide in proper use of programs and established technology for company impact and results.
Partner with HRBP Leaders and Centers of Excellence to develop policies, programs and tools to enhance organizational capability and implement within business units. Provide timely feedback on effectiveness and value to the business. In some cases, may lead projects.
Partner with other HRBPs and business leaders on workforce planning, including assessing short-term and long-term resource needs, identifying critical talent gaps within the organization, and working with Centers of Excellence to develop strategies to address.
Lead talent planning initiatives for the business unit; work with management to identify internal high potential talent and drive delivery of local development programs for this employee group. Collaborate with HRBP Leaders and Centers of Excellence to design talent planning solutions that will fulfill long term business needs and talent mobility. Support business unit talent reviews and succession planning.
Partner with other HRBPs and Centers of Excellence to design and implement retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization.
Partner with HRBPs and Centers of Excellence in the design of compensation and total reward strategies and programs. Implement total reward programs within the unit to drive achievement of and support business goals.
Partner with managers to define, capture, and maintain job descriptions and training requirements.
Partner with other HR leaders on diversity and inclusion efforts with an emphasis on attracting and retaining diverse talent.
Partner with business leaders to identify opportunities to support the implementation of cultures that drive innovation and employee engagement and inclusion in order to improve individual and organizational performance. Partner with HRBPs and Centers of Excellence to design and implement programs to drive results.
Develop initiatives for local engagement and partnerships with universities and associations to best enhance creativity, learning and development for the site.
Collaborate with the HRBP Leaders to diagnose and identify interventions needed to improve organizational effectiveness in business units and act as a change agent by promoting and providing advice and support for organizational change. Enable successful execution of organizational restructuring, in partnership with business leaders.
Partner with HRBP leaders and managers in creating processes and solutions which support a positive employee relations environment through effective communications, policies and practices. Guide and influence staff, key managers on HR matters to ensure effective and compliant solutions.
Participate and in due diligence for merger and acquisitions, and in some cases, project lead the integration process. Partner with HRBP leaders and managers to assess key changes related to M&A’s and recommend transition plans.
Partner with HRBPs and Centers of Excellence on the establishment of key human resource metrics to measure effectiveness of programs and initiatives, dashboard development.
Ensure the business unit is in compliance with external legal and regulatory requirements – potentially including collective bargaining agreements, labor contracts, work councils, and employee safety and security requirements as applicable - as well as internal policies and procedures.
Provide input to HRBP Leaders in the development of strategic and operating plans.
Provide input to HRBP leaders on the department budget.
Supervise, coach, consult and mentor HR Generalists.
Support business leaders with global responsibility (i.e., leaders with employees residing in countries around the world), access and utilize HR information systems and data to run reports and validate, analyze, and utilize global employee data.
Support all Company initiatives as identified by management and in support of Quality Management Systems (QMS), Environmental Management Systems (EMS), and other regulatory requirements.
Complies with U.S. Food and Drug Administration (FDA) regulations, other regulatory requirements, Company policies, operating procedures, processes, and task assignments. Maintains positive and cooperative communications and collaboration with all levels of employees, customers, contractors, and vendors.
Performs other related duties and responsibilities, on occasion, as assigned.
Your experience(s), education and knowledge will further expand St. Jude Medical’s marketplace success:
Bachelor’s degree in related field; advanced degree preferred.
7+ years progressive HR business partner experience.
3 + years People management experience with direct reports required.
Broad knowledge of all HR disciplines with a demonstrated in-depth knowledge in Employee Relations and Performance Management.
Demonstrated ability to build consultative, collaborative relationships with managers and co-workers at all levels.
Demonstrated ability to identify and assess human capital needs and work collaboratively to develop and implement value-added solutions.
Demonstrated ability to influence and drive culture yielding positive business results.
Previous experience leading change management.
Strong communication, organizational and presentation skills.
Proven ability to manage multiple projects simultaneously.
Demonstrated high level of professionalism, confidentiality and discretion.
Excellent analysis and decision making skills.
Familiarity with SAP or another related business management software.
Solid knowledge of employment laws and regulations governing HR programs.
Candidate must foster an inclusive work environment and respect all aspects of diversity. Successful candidate must demonstrate and value differences in others’ strengths, perspectives and approaches.
Your preferred qualifications and education:
Master’s degree in Human Resources.
Prior experience supporting a national sales workforce.
Prior experience supporting an international workforce.
Prior experience working in a highly matrixed work environment or prior Fortune 500 HR support.