Director of Human ResourcesCalling all experienced, Corporate HR Leaders! Looking for a chance to have a vast impact on a Fortune 500 company? A chance to have high level exposure as a business partner and trusted advisor to ""C Suite"" executives and key decision makers?
The Director of Human Resources at Stryker offer these chances and more! Read on for the objectives of this exciting role:
1. Provide HR executive-level guidance and support to corporate executive team. This person supports the executive team for the corporation. This includes the following key executives and senior managers: VP and CFO, General Counsel, VP HR, and various VP department leaders. As part of this critical role, the person in this position needs to provide on-going advice and insight on the following: department organization, staffing needs, performance issues, compensation strategy, performance reviews, bonus awards, employee satisfaction, and turnover issues. To get up-to-speed, quickly meet with all executives to understand their critical and on-going HR support needs and develop the appropriate methods to communicate and meet their requirements.
2. Learn the business. It's essential that the Corporate HR Leader become familiar with all phases of the business during the first (90) days. This includes an understanding of products, competitors, customers, industry, business strategy, company financial performance, and key missions, culture and values. As part of this meet with key department heads throughout the organization.
3. Quickly become familiar with all essential HR and associated processes. Within 90 days, map out the procedures and processes involved in performance mgt, strategic planning, employee development, and workforce planning.
4. Provide technical HR guidance and support in a shared services model. There are three big organizational changes underway. One, the movement to a shared services model, and two, as a result of this, the expansion of the HR support role covering 1,000 employees. This now consists of these functional groups: Human Resources and Information Technology, and Finance. During the next six months work closely with the individual HR service groups to ensure employee needs are met during the transition phase. As required, identify any potential problems and develop appropriate work-around options.
5. Assess, build and develop the team. Quickly meet all four staff members. During the first month understand their roles and objectives, personal satisfaction level, and career plans. As part of this develop and implement personal talent management plans for each staff member.
Qualifications/Work Experience
•Must have six-eight years of proven leadership experience in a business environment.
•Must possess excellent communication, strategic thinking, analytical and negotiation skills.
•Basic skills - Time management, project management, inter-personal, reports and budget, stress management, people management, conflict management, customer service, Windows, advanced computer, statistics, financial systems, EEO, FMLA regulation, organization structure, and office equipment.
•Functional skills - personnel selection, financial systems, organization structure protocol, interdepartmental interface, interdivisional interface and P&L management.
•Expected to handle complex or difficult situations as appropriate.
•Must possess valid driver license in the state of residence.
•Meets cognitive demands to include visual discrimination/memory, auditory discrimination/memory reading ability, independent decision making and retention of specific knowledge.
Education and/or Special Training
•BA/BS degree in business or related discipline required. Master's degree highly preferred.
•Professional human resources certification (SPHR/GHR) preferred.
Percent Travel Required
10%-20%
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