The HR Business Partner serves as a trusted advisor to senior business leaders, translating business priorities into people plans - aligned with the people strategy - that strengthen organizational capability, leadership effectiveness, and business results.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Provide strategic partnership to the business, influencing people and culture decisions through deep connection to and knowledge about the business, markets, priorities and strategic plans
• Lead the development and execution of talent, workforce, and organizational strategies to ensure the business has the capabilities, leadership, and capacity required to achieve current and future objectives.
• Partner with business leaders to assess organizational effectiveness, identify capability gaps, and design solutions that improve organizational performance and team effectiveness.
• Lead workforce planning discussions and talent reviews to identify critical talent needs, succession risks, and future capability requirements.
• Work with the Talent COE and executive and global leadership team leaders to facilitate sessions to articulate and grow leadership capabilities within the function
• Provide group and one-on-one coaching with executive teams, 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 COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed

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.
• Ensure consistent application and compliance of human resources policies and employment laws and regulations, as well as management of unions and works councils, where relevant.

Organization Design and Change Management

• Assess organizational gaps and lead 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 enterprise-wide HR change initiatives

Compensation Planning

• Partner with the business and Compensation on the roll out and 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 and finance 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

DESIRED MINIMUM QUALIFICATIONS

The requirements listed below are representative of the knowledge, skill, and/or ability required for this position.

• Bachelor's degree in Human Resources, Business Administration, or a related field. Additional certifications (e.g., SHRM-SCP, PHR/SPHR) are a plus.
• Minimum 12 years of HR related experience
• Strong facilitation skills, basic business acumen, analytical and strategic and critical thinking skills
• Experiences in at least one HR Center of Excellence including Talent Acquisition, Total Rewards, People & Organizational Development, Employee Relations / Labor Relations, or HR Operations
• People-centered change management skills, agile and resilient
• Solid understanding of HR analytics, plus ability to synthesize and connect multiple inputs and translate them into simple solutions and messages.
• Ability to influence at all levels 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
• Good judgment and ability to balance the needs of the company, managers and employees
• Ability to demonstrate Integra values and an enterprise mindset.

This is a hybrid full-time position based at our Princeton, NJ headquarters, requiring on-site presence Tuesday through Thursday.

Salary Pay Range:

$125,350.00 - $172,500.00 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