Human Resources,Science,Human Resources|Human Resources Business Partner,Science|Medical Devices Specialist Jobs

Job Description

Serves as the primary Human Resources Business Partner and leader supporting the Medical Device Services (MDS) Division, acting as a strategic advisor to business leaders while providing hands-on HR support across all aspects of the employee lifecycle. Partners closely with division and site leadership to align people strategies with business objectives, drive organizational effectiveness, and address workforce challenges in a fast-paced, regulated environment. Leads initiatives that enhance employee engagement, talent development, workforce planning, retention, productivity, and compliance while fostering a positive, inclusive, and high-performing workplace culture. Collaborates with operational leaders to deliver practical HR solutions that support business growth, strengthen employee relations, and enhance overall employee experience.

Job Duties:

• Serve as a strategic Human Resources Business Partner and trusted advisor to supervisors, managers, directors, and executive leaders, aligning people strategies with business objectives and operational priorities.
• Develop, implement, and drive workforce strategies and programs that support talent acquisition, employee engagement, retention, succession planning, organizational effectiveness, and professional development.
• Partner with business leaders to assess talent needs, workforce capabilities, organizational structure, and succession risks, providing recommendations that support both short-term operational goals and long-term business growth.
• Advise and coach leaders on employee relations, performance management, talent development, promotions, transfers, organizational changes, corrective actions, and employee separations.
• Lead and support change management initiatives, organizational design efforts, and business transformation activities to enhance productivity, effectiveness, and employee experience.
• Identify workforce trends, organizational risks, and opportunities through data analysis and HR metrics, providing actionable recommendations to leadership.
• Compile, analyze, and submit required regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other human resources-related reporting.
• Design, develop, and implement programs that strengthen employee engagement, leadership effectiveness, talent retention, and workplace culture while supporting company goals and objectives.
• Develop and facilitate training programs in areas such as leadership effectiveness, performance management, coaching, supervisory skills, employment law compliance, workplace investigations, diversity and inclusion, harassment prevention, and other people-management topics.
• Administer and continuously improve the performance management process, including training leaders on goal setting, performance evaluations, feedback delivery, and employee development planning.
• Interpret, apply, and ensure the consistent, fair, and objective administration of company policies, procedures, and employment practices while mitigating organizational risk.
• Stay current on emerging HR trends, labor market conditions, employment legislation, regulatory requirements, and industry best practices. Advise leadership on potential business impact and necessary policy or program changes.
• Partner with management and the National Service Center to ensure compliance with federal, state, and local employment laws, regulations, and company policies.
• Support Affirmative Action, Equal Employment Opportunity, diversity initiatives, and other compliance-related programs, ensuring alignment with organizational commitments and regulatory requirements.
• Lead or support sensitive employee relations matters, workplace investigations, conflict resolution efforts, and corrective action processes while ensuring consistency, fairness, and legal compliance.
• Perform other duties and special projects as assigned.

Job Description

Serves as the primary Human Resources Business Partner and leader supporting the Medical Device Services (MDS) Division, acting as a strategic advisor to business leaders while providing hands-on HR support across all aspects of the employee lifecycle. Partners closely with division and site leadership to align people strategies with business objectives, drive organizational effectiveness, and address workforce challenges in a fast-paced, regulated environment. Leads initiatives that enhance employee engagement, talent development, workforce planning, retention, productivity, and compliance while fostering a positive, inclusive, and high-performing workplace culture. Collaborates with operational leaders to deliver practical HR solutions that support business growth, strengthen employee relations, and enhance overall employee experience.

Job Duties:

• Serve as a strategic Human Resources Business Partner and trusted advisor to supervisors, managers, directors, and executive leaders, aligning people strategies with business objectives and operational priorities.
• Develop, implement, and drive workforce strategies and programs that support talent acquisition, employee engagement, retention, succession planning, organizational effectiveness, and professional development.
• Partner with business leaders to assess talent needs, workforce capabilities, organizational structure, and succession risks, providing recommendations that support both short-term operational goals and long-term business growth.
• Advise and coach leaders on employee relations, performance management, talent development, promotions, transfers, organizational changes, corrective actions, and employee separations.
• Lead and support change management initiatives, organizational design efforts, and business transformation activities to enhance productivity, effectiveness, and employee experience.
• Identify workforce trends, organizational risks, and opportunities through data analysis and HR metrics, providing actionable recommendations to leadership.
• Compile, analyze, and submit required regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other human resources-related reporting.
• Design, develop, and implement programs that strengthen employee engagement, leadership effectiveness, talent retention, and workplace culture while supporting company goals and objectives.
• Develop and facilitate training programs in areas such as leadership effectiveness, performance management, coaching, supervisory skills, employment law compliance, workplace investigations, diversity and inclusion, harassment prevention, and other people-management topics.
• Administer and continuously improve the performance management process, including training leaders on goal setting, performance evaluations, feedback delivery, and employee development planning.
• Interpret, apply, and ensure the consistent, fair, and objective administration of company policies, procedures, and employment practices while mitigating organizational risk.
• Stay current on emerging HR trends, labor market conditions, employment legislation, regulatory requirements, and industry best practices. Advise leadership on potential business impact and necessary policy or program changes.
• Partner with management and the National Service Center to ensure compliance with federal, state, and local employment laws, regulations, and company policies.
• Support Affirmative Action, Equal Employment Opportunity, diversity initiatives, and other compliance-related programs, ensuring alignment with organizational commitments and regulatory requirements.
• Lead or support sensitive employee relations matters, workplace investigations, conflict resolution efforts, and corrective action processes while ensuring consistency, fairness, and legal compliance.
• Perform other duties and special projects as assigned.

Job Description

Serves as the primary Human Resources Business Partner and leader supporting the Medical Device Services (MDS) Division, acting as a strategic advisor to business leaders while providing hands-on HR support across all aspects of the employee lifecycle. Partners closely with division and site leadership to align people strategies with business objectives, drive organizational effectiveness, and address workforce challenges in a fast-paced, regulated environment. Leads initiatives that enhance employee engagement, talent development, workforce planning, retention, productivity, and compliance while fostering a positive, inclusive, and high-performing workplace culture. Collaborates with operational leaders to deliver practical HR solutions that support business growth, strengthen employee relations, and enhance overall employee experience.

Job Duties:

• Serve as a strategic Human Resources Business Partner and trusted advisor to supervisors, managers, directors, and executive leaders, aligning people strategies with business objectives and operational priorities.
• Develop, implement, and drive workforce strategies and programs that support talent acquisition, employee engagement, retention, succession planning, organizational effectiveness, and professional development.
• Partner with business leaders to assess talent needs, workforce capabilities, organizational structure, and succession risks, providing recommendations that support both short-term operational goals and long-term business growth.
• Advise and coach leaders on employee relations, performance management, talent development, promotions, transfers, organizational changes, corrective actions, and employee separations.
• Lead and support change management initiatives, organizational design efforts, and business transformation activities to enhance productivity, effectiveness, and employee experience.
• Identify workforce trends, organizational risks, and opportunities through data analysis and HR metrics, providing actionable recommendations to leadership.
• Compile, analyze, and submit required regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other human resources-related reporting.
• Design, develop, and implement programs that strengthen employee engagement, leadership effectiveness, talent retention, and workplace culture while supporting company goals and objectives.
• Develop and facilitate training programs in areas such as leadership effectiveness, performance management, coaching, supervisory skills, employment law compliance, workplace investigations, diversity and inclusion, harassment prevention, and other people-management topics.
• Administer and continuously improve the performance management process, including training leaders on goal setting, performance evaluations, feedback delivery, and employee development planning.
• Interpret, apply, and ensure the consistent, fair, and objective administration of company policies, procedures, and employment practices while mitigating organizational risk.
• Stay current on emerging HR trends, labor market conditions, employment legislation, regulatory requirements, and industry best practices. Advise leadership on potential business impact and necessary policy or program changes.
• Partner with management and the National Service Center to ensure compliance with federal, state, and local employment laws, regulations, and company policies.
• Support Affirmative Action, Equal Employment Opportunity, diversity initiatives, and other compliance-related programs, ensuring alignment with organizational commitments and regulatory requirements.
• Lead or support sensitive employee relations matters, workplace investigations, conflict resolution efforts, and corrective action processes while ensuring consistency, fairness, and legal compliance.
• Perform other duties and special projects as assigned.

Job Description

Serves as the primary Human Resources Business Partner and leader supporting the Medical Device Services (MDS) Division, acting as a strategic advisor to business leaders while providing hands-on HR support across all aspects of the employee lifecycle. Partners closely with division and site leadership to align people strategies with business objectives, drive organizational effectiveness, and address workforce challenges in a fast-paced, regulated environment. Leads initiatives that enhance employee engagement, talent development, workforce planning, retention, productivity, and compliance while fostering a positive, inclusive, and high-performing workplace culture. Collaborates with operational leaders to deliver practical HR solutions that support business growth, strengthen employee relations, and enhance overall employee experience.

Job Duties:

• Serve as a strategic Human Resources Business Partner and trusted advisor to supervisors, managers, directors, and executive leaders, aligning people strategies with business objectives and operational priorities.
• Develop, implement, and drive workforce strategies and programs that support talent acquisition, employee engagement, retention, succession planning, organizational effectiveness, and professional development.
• Partner with business leaders to assess talent needs, workforce capabilities, organizational structure, and succession risks, providing recommendations that support both short-term operational goals and long-term business growth.
• Advise and coach leaders on employee relations, performance management, talent development, promotions, transfers, organizational changes, corrective actions, and employee separations.
• Lead and support change management initiatives, organizational design efforts, and business transformation activities to enhance productivity, effectiveness, and employee experience.
• Identify workforce trends, organizational risks, and opportunities through data analysis and HR metrics, providing actionable recommendations to leadership.
• Compile, analyze, and submit required regulatory reports, workforce analytics, affirmative action data, compensation surveys, and other human resources-related reporting.
• Design, develop, and implement programs that strengthen employee engagement, leadership effectiveness, talent retention, and workplace culture while supporting company goals and objectives.
• Develop and facilitate training programs in areas such as leadership effectiveness, performance management, coaching, supervisory skills, employment law compliance, workplace investigations, diversity and inclusion, harassment prevention, and other people-management topics.
• Administer and continuously improve the performance management process, including training leaders on goal setting, performance evaluations, feedback delivery, and employee development planning.
• Interpret, apply, and ensure the consistent, fair, and objective administration of company policies, procedures, and employment practices while mitigating organizational risk.
• Stay current on emerging HR trends, labor market conditions, employment legislation, regulatory requirements, and industry best practices. Advise leadership on potential business impact and necessary policy or program changes.
• Partner with management and the National Service Center to ensure compliance with federal, state, and local employment laws, regulations, and company policies.
• Support Affirmative Action, Equal Employment Opportunity, diversity initiatives, and other compliance-related programs, ensuring alignment with organizational commitments and regulatory requirements.
• Lead or support sensitive employee relations matters, workplace investigations, conflict resolution efforts, and corrective action processes while ensuring consistency, fairness, and legal compliance.
• Perform other duties and special projects as assigned.