Region HR Business Partner, EMEA & CALA

Integra LifeSciences; Albuquerque (NM); Hybrid; USD 90,000 - 120,000; Full time

Job summary

Integra LifeSciences is seeking an experienced HR Manager to serve as a trusted advisor to business leaders, partnering to develop and execute people and organizational solutions that support business objectives.

The role provides expertise in talent management, organizational effectiveness, workforce planning, employee relations, organizational design, and change management, influencing leadership decisions and driving people-related outcomes across the supported organization.

Qualifications

• 10+ years HR experience partnering with leaders on talent management and organizational effectiveness.
• Fluent in German and English; experience in a matrixed environment preferred.
• Ability to coach leaders and drive change initiatives across the org.

Responsibilities

• Partner with business leaders to develop and execute people and organizational strategies.
• Lead talent reviews, workforce planning, and change-management initiatives.
• Coach managers on performance, engagement, and leadership development.
• Ensure compliance with HR policies and employment laws across the organization.

Skills

Bilingual English/German

Facilitation skills

Strategic thinking

Change management

People leadership

Education

Bachelor’s degree in HR/Business Administration

Certifications in HR (SHRM-CP/SHRM-SCP, PHR/SPHR)

Tools

HR systems & tools

Job description

Changing lives. Building Careers.

Joining us is a chance for you to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, more than 4,000 of us are challenging what’s possible and making headway to help improve outcomes.

The HR Manager serves as a trusted advisor to business leaders, partnering to develop and execute people and organizational solutions that support business objectives. The role provides expertise in talent management, organizational effectiveness, workforce planning, employee relations, organizational design, and change management, influencing leadership decisions and driving people-related outcomes across the supported organization.

Working closely with leaders and HR Centers of Excellence, the HR Manager supports the implementation of talent and organizational initiatives, provides guidance on workforce challenges, and helps build organizational capability to achieve short- and long-term business goals.

• Provide partnership to the business, influencing people and culture decisions through connection to and knowledge of the business, markets, priorities and strategic plans
• Implement organization and talent strategies to ensure a robust pipeline of talent for the business
• 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.
• Partner with Talent COE and business leaders to facilitate talent reviews, succession planning discussions, and leadership development initiatives.
• Provide 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 COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed
• Ensure consistent application and compliance of human resources polices and employment laws and regulations.
• Lead workforce planning discussions with business leaders to identify capability gaps, succession risks, organizational needs, and future talent requirements.
• Develop and implement effective change management strategies to enable organizational success in periods of transition
• 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.

Qualifications -

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Additional certifications (e.g., SHRM-CP/ SHRM-SCP, PHR/SPHR) are a plus.
• 10+ years progressive HR experience, including experience partnering with business leaders on talent management, organizational effectiveness, workforce planning, and change initiatives.
• Fluent in German and English
• Demonstrated experience influencing leaders and driving talent and organizational outcomes in a matrixed environment.
• Strong facilitation skills, basic business acumen, analytical and strategic and critical thinking skills
• People-centered change management skills, agile and resilient
• Strong understanding of HR analytics, plus ability to synthesize and connect multiple inputs and translate them into simple solutions and messages.
• 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.

Unsolicited Agency Submission

Integra LifeSciences does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. A formal written agreement is required before engaging any agency, and it must be executed and authorized by the Vice President, Talent Acquisition. Where agency agreements are in place, introductions (the initial sharing of a candidate’s name, resume, or background) are position-specific and may only occur within the scope of that approved agreement. Please, no phone calls or emails.