Expected Travel: Up to 25%
Requisition ID: 14200

Position Summary

Vascular & Emergency Medicine (VEM) HR Professionals leverage business, leadership, and human resources expertise to strategically deliver comprehensive HR solutions that build organizational capability and drive business performance within their areas of responsibility. They serve as trusted advisors to leaders and employees, partnering closely with the business to align talent, culture, and organizational priorities with strategic objectives.
Responsibilities may include the development, implementation, and administration of strategies and processes related to employee relations, organizational design and restructuring, performance management, compensation, workforce planning, talent acquisition, onboarding, benefits, employee engagement, learning and development, and organizational effectiveness. They are expected to be data-driven, highly organized, and proactive in identifying opportunities for continuous improvement at both the individual and organizational levels. As leaders within the VEM organization and the Human Resources function, they uphold company policies, leadership standards, ethics, compliance and Core Values. They collaborate across functions, businesses, and geographies, providing HR expertise, guidance, and leadership with a specific mission, to drive organizational capability and business results.

Principal Responsibilities
• Serve as a trusted HR advisor to leaders, managers, and employees, providing consultative support, workforce insights, and data-driven recommendations to enhance organizational capability and business results.
• Lead complex employee relations matters and workplace investigations, deliver balanced solutions that mitigate risk, ensure compliance and strengthen the culture. Maintain adherence to federal, state, and local employment laws, as well as company policies and practices.
• Partner with leadership to drive talent management initiatives, including succession planning, career development, competency modeling, performance management, promotional planning, and the annual merit planning process (TCM). In order to strengthen organizational capability and bench strength.
• Collaborate with Talent Acquisition to develop and execute recruiting strategies for critical and hard-to-fill roles. Provide compensation guidance and recommendations that support internal equity, market competitiveness, pay transparency requirements, and OFCCP compliance.
• Champion business unit culture and engagement initiatives that foster inclusion, collaboration, accountability, and continuous improvement. Analyze Employee Experience Survey results and partner with leaders to develop and implement action plans that improve engagement, retention, and organizational health.
• Ensure the integrity and accuracy of employee data within HR systems by conducting audits and maintaining workforce information. Leverage HR metrics, reporting, and analytics to identify trends, inform decision-making, and support strategic workforce planning.
• Partner with Leave of Absence Coordinators and external vendors to manage complex leave and accommodation cases, ensuring compliance and providing guidance to leaders and employees on the interpretation and application of company policies.
• Support workers' compensation administration and case management, partnering with internal stakeholders and external providers to ensure timely resolution and regulatory compliance.
• Lead and contribute to HR and cross-functional initiatives involving organizational change, policy development, process improvement, and business transformation. Represent Human Resources in divisional projects and enterprise-wide programs.
• Provide coaching and guidance to leaders and people managers on leadership effectiveness, employee relations, performance management, compensation, talent development, organizational change, and workforce planning.
• Build and maintain strong partnerships with HR Centers of Excellence, including Total Rewards, Talent Acquisition, HR Operations, Benefits, Payroll, and Learning & Development, to deliver integrated HR solutions and exceptional employee support.

Education / Experience Requirements
• Bachelor's degree in human resources, Business Administration, Psychology, or a related field required; Master's degree preferred.
• Minimum of 5 years of progressive Human Resources experience, with demonstrated expertise across multiple HR disciplines and knowledge of applicable employment laws and regulations.
• Proven ability to partner with business leaders to develop and execute people strategies that support organizational objectives and drive business results.
• Experience leveraging HR systems, workforce analytics, and data-driven insights to inform recommendations and decision-making.
• Demonstrated success influencing leaders and managing complex employee and organizational matters in a dynamic business environment.

Specialized Skills / Other Requirements
• Minimum of 5 years of progressive Human Resources experience, including HR business partnering, employee relations, talent management, organizational effectiveness, and change management.
• Demonstrated success partnering with leaders to drive organizational performance, workforce planning, talent development, and employee engagement initiatives.
• Ability to translate business strategy into actionable people strategies that enhance organizational effectiveness and achieve business objectives
• Strong analytical, critical thinking, problem-solving, and project management capabilities.
• Proficiency with Microsoft Office Suite, Human Resource Information Systems (HRIS), and talent management platforms.

TRAVEL REQUIRED: up to 15%

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At Teleflex, we follow a comprehensive hiring process. We do not accept unsolicited resumes from agency recruiters or 3rd party firms. We do not make unsolicited job offers. We do not ask for money or require equipment purchase up-front.