SUMMARY DESCRIPTION

As a member of both the HR Global Supply Chain & Quality leadership team, the Human Resources Business Parter (HRBP) collaborates with business leaders, managers and employees across the division/function to oversee end-to-end people management processes in the areas of performance management, talent management and development, leadership coaching, culture, organizational design, employee relations, and change management in order to drive business results. They are responsible for building strong business acumen, client relationships to effectively drive business accountability in the end-to-end people management processes. Key to this role's success is collaborating with global HR Centers of Excellence (CoEs) and global HRBPs provide guidance to leaders in support of strategy to enable the growth and scalability of the business. Driving HR alignment of the business and country strategies and organizational capabilities for multi-year growth for multiple manufacturing plants.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategy and Talent Management

• Provide strategic partnership to the business, influencing people and culture decisions through connection to and knowledge of the business, markets, priorities and strategic plans.
• Review and implement organization and talent strategies to ensure a robust pipeline of talent for the business.
• Work with Talent Management COE and business leaders to facilitate sessions to articulate and grow leadership capabilities within the function.
• Provide group and one-on-one coaching with managers and employees to support leadership development, engagement interventions, business decision-making, and problem solving.
• Identify learning and development needs and works with the Talent Management COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed.
• Enable the business to make data driven decision making and HR talent strategies.

Performance Management and Employee Relations

• Provide advice and counsel to managers and employees on all performance related issues, including training managers on the execution of the annual performance management cycle and advising on performance plans.
• Facilitate the resolution of performance and employee relations related issues.
• Lead and support employee investigations in partnership with the Employee Relations COE and Legal, ensuring timely, objective, and well-documented outcomes and recommending actions that are fair, consistent, and aligned with company policies and the Code of Conduct.

Organization Design and Change Management

• Recommend organization design solutions to meet business needs, while achieving optimal organizational performance and efficiencies
• Develop and implement effective change management strategies to enable organizational success in periods of transition
• Participate in and able to lead HR change initiatives
• Leverage HR metrics to assess the effectiveness of HR initiatives and drive continuous improvement

Compensation Planning

• Partner with the business and Compensation on the maintenance of Integra's job architecture framework
• Partner with the business to execute on the annual salary planning process
• Make recommendations on compensation decisions using available tools and resources (market and internal data) and with alignment with Compensation COE, when needed.

Workforce Planning and Talent Acquisition

• Partner with the business to assess resource needs based on strategic initiatives and direction. Communicate and create alignment with Talent Acquisition COE on recruiting strategies and to ensure proactive and optimal talent sourcing outcomes
• Facilitate the selection of high performing and diverse talent to fill critical roles in the organization

Compliance and Risk Management

• Ensure that the company is in strict compliance with all applicable laws and regulations concerning employment practices, employee health and safety, employee relations, etc.
• Ensure consistent application and compliance of human resources policy and employment laws and regulations.

MINIMUM QUALIFICATIONS

• Bachelor degree with 10+ years of experience, master degree with 8+ years of experience or equivalent education and years of experience
• This is an on-site role based in our Plainsboro, NJ manufacturing site.
• Background in a business facing HR role required, experiences in a HR center of excellence including talent acquisition, total rewards, employee relations, or HR operations preferred
• Proven experience working in a human resources role within a manufacturing or similar workforce environment strongly preferred. Familiarity with managing the unique challenges of hourly workers, including scheduling, timekeeping, and labor relations.
• Strong facilitation skills, business acumen, analytical, strategic and critical thinking skills
• People-centered change management skills, agile and resilient
• Good understanding of HR analytics, plus ability to synthesize and connect multiple inputs and translate them into simple solutions and messages.
• Ability to influence leaders in a matrix environment with strong interpersonal skills and effectiveness, strong coaching skills.
• Ability to coach, mentor and advise where appropriate to help employees grow and develop in alignment with business and personal goals
• Strong project management skills
• Experience with HR systems & tools, Workday preferred
• Good judgment and ability to balance the needs of the company, managers and employees
• Ability to demonstrate Integra values and an enterprise mindset.

PHYSICAL REQUIREMENTS

The physical requirements listed in this section include, but are not limited, to the motor/physical abilities and skills require of this position in order to successfully undertake the essential duties and responsibilities of this position. In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.

While undertaking the essential duties and responsibilities of the position, the employee must repeatedly sit, listen, speak, write/type, and move through all locations of a manufacturing facility. The employee is required to go to all areas of the company. The employee may be required to periodically lift and/or move up to 25 pounds. Must be able to independently travel via car or airplane to domestic and international locations as needed.

Salary Pay Range:

$109,250.00 - $149,500.00 USD Salary

Our salary ranges are determined by role, level, and location. Individual pay is determined by several factors including job-related skills, experience, and relevant education or trainingIn addition to base pay, employees may be eligible for bonus, commission, equity or other variable compensationYour recruiter can share more about the specific salary range for your preferred location during the hiring process.

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance, and savings plan (401(k)).

Subject to the terms of their respective policies and date of hire, Employees are eligible for the following Total Rewards | Integra LifeSciences

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