Strategic HR Partner for Frontline Leaders

Stryker Group; Portage (MI); On-site; USD 78,000 - 130,000; Full time

Job summary

Stryker Group in Portage, MI is seeking an HR Business Partner to deliver first-level HR support, analyze and implement corporate policies, and partner with leaders to address employee relations and talent development. The role emphasizes organizational development, culture, and process-oriented perspectives.

Responsibilities include coaching leaders, handling discrimination and grievance investigations where needed, and collaborating on talent management, succession planning, and performance

Qualifications

• Bachelor’s degree or 6+ years equivalent.
• Minimum 4 years of professional work experience.
• Experience in HR business partner, HR generalist, COE, or HR operations roles.
• Experience with reporting, data analysis, and people analytics.

Responsibilities

• Provide HR support to first level leaders on employee relations, talent processes, and policy implementation.
• Consult with employees and leaders to address root causes using a systematic approach.
• Coaches and participates in company-wide programs and initiatives (e.g., reviews, performance management).
• Represent HR at level 1 disciplinary and grievance investigations where applicable.
• Partner with the business to recruit first level leader talent.
• Assist leadership with organizational development and process improvements.
• Assist senior HR leaders in developing and executing organizational strategies.
• May assist in administering talent management and succession activities.

Skills

Employee relations

Talent management

Organizational development

People analytics

HR business partnering

Education

Bachelor’s degree or 6+ years equivalent

Job description

Stryker Group in Portage, MI is seeking an HR Business Partner to deliver first-level HR support, analyze and implement corporate policies, and partner with leaders to address employee relations and talent development. The role emphasizes organizational development, culture, and process-oriented perspectives.

Responsibilities include coaching leaders, handling discrimination and grievance investigations where needed, and collaborating on talent management, succession planning, and performance