Human Resources Business Partner - DACH perimeter (Germany, Austria, Switzerland)

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.

As a member of both the HR Global Operations & Quality and HR International leadership teams, the Human Resources Business Partner (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 and 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 to provide guidance to leaders in support of strategy to enable the growth and scalability of the business.

Roles & 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 work with the Talent Management COE in creating awareness, developing and implementing programs. Facilitate and roll 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 policy and employment laws and regulations.

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 lead 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 to assess resource needs based on strategic initiatives and direction. Communicate and create alignment with Talent Acquisition COE on recruiting strategies to ensure proactive and optimal talent sourcing outcomes.

• Facilitate the selection of high performing and diverse talent to fill critical roles in the organization.

Diversity and Inclusion and Culture

• Serve as a culture and change management leader within the organization.

• Promote diversity and inclusion initiatives to create a workforce that reflects our diverse customer base and fosters innovation.

• Foster a positive workplace culture through effective employee engagement initiatives.

• Implement strategies and fit-for-purpose plans in partnership with all stakeholders to create a high-performance culture.

Compliance and Risk Management

• Ensure compliance with unions and works council activities and regulations as relevant across the various countries.

• Be aware of evolving government influences on management policies, processes and practices.

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

HR Metrics and Reporting

• Leverage HR metrics to assess the effectiveness of HR initiatives and drive continuous improvement.

• Enable the business to make data driven decision making and HR talent strategies.

Qualifications

• Minimum 10 years of HR related experience, including managing country regulations and People-centered change management activities.

• Fluency in German, English, and French: Must be able to speak, read, and write in all three languages.

• Background in a strategic HR Business Partner required, experiences in a HR center of excellence preferred.

• Proven experience working in a human resources role within a manufacturing or similar workforce environment strongly preferred.

• Experience with US-headquartered organizations strongly preferred.

• Exposure to best-in-class, business-focused human resource functions, with a deep understanding of the impact and synergies between talent strategies and other human resource processes.

• Previous life sciences / MedTech sector experience or similar highly regulated environments highly preferred.

• Collaboration and influence across the company, without direct authority, a must.

• Ability to coach, mentor and advise where appropriate to help employees grow and develop alignment with business and personal goals.

• Strong project management skills.

• Strong facilitation skills, basic business acumen, analytical and strategic and critical thinking skills.

• Experience with HR systems, payroll, & planning tools. Experience with Workday a strong plus.

• Good judgment and ability to balance the needs of the company, managers and employees.

• Ability to demonstrate Integra values and an enterprise mindset.

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