Sr. Human Resource Director at Zimmer Biomet

Valued Team member: We are glad you are exploring new opportunities within Zimmer Biomet!

What You Can Expect

Directs Human Resources strategy and support for client groups. The client base spans multiple locations and functions. Establishes the strategic priorities and direction of the HR function based on business, internal customer needs and external trends/developments affecting human resource policy and practice. Participates in budget planning and determines resource allocation for clien5t groups. Drives organizational change and improvements per corporate HR architecture, systems, policies and practices and ensures alignment with the corporation's strategic business and HR objectives.

How You'll Create Impact

• As a key member of the client group Senior Leadership Team, provides HR leadership across the client group division.
• Determines strategic direction, sets priorities and allocates staff assignments in the support of the HR practice at the client group level.
• Leads recruiting, talent reviews, and facilitates vehicles to assist client group in implementing learning and development programs.
• Provides leadership in recruiting, performance assessment and annual merit, bonus and Long Term Incentives (LTI) planning and award process.
• Deploy and drive change management and transformation efforts, including engagement initiatives - familiarity with Gallup Q12 helpful.
• Monitors the effectiveness of HR processes. Develops measures and track and assessment methods to drive continuous improvement and assure effectiveness, consistency and fairness.
• Partners with key internal customers at the client group and corporate leadership to develop capable HR systems and processes to support organizational needs and plans.
• Counsels and advises management on policy and practice issues. Reviews and approves management decisions affecting matters of employment.
• Act as coach and facilitator to assure personal development commitments of staff are met.
• Develops and manages department budget.
• Works with other senior leaders and executives to plan and execute HR requirements and initiatives.

This is not an exhaustive list of duties or functions and may not necessarily comprise all of the \"essential functions\" for purposes of the ADA

What Makes You Stand Out

• Excellent communications and influencing skills. Establishes and maintains a high level of confidentiality and credibility.
• Collaborates effectively across the organization; ability to leverage resources from corporate and other parts of the Company to build commitment and achieve results. Partners with other leaders and functions to achieve optimal results for the corporation as a whole.
• Objective - respects others points of view and opinions. Leverages diverse perspectives and experiences as well as develop new approaches to solve problems.
• Organized - able to handle complexity and multiple priorities. Manages time effectively and focuses on high priority opportunities. Takes measured risks and takes appropriate action in the face of uncertainty.
• Ability to guide effective goal setting and performance measurement processes that result in clear differentiation of performance ratings as well as resultant actions.
• Ability to deploy and interpret metrics that guide performance effectiveness that have a line of sight to business goals.
• Experience with HRIS systems used in Payroll, Applicant Tracking Systems (ATS), Vendor management systems, Performance Management/Assessment and Merit planning systems. Eg. SAP, Talentlink, Lumesse, Beeline, Cornerstone, etc.

Your Background

• Education/Experience Requirements - Bachelor's Degree in Human Resources Management or Business Administration. Masters degree in Human Resource Management, Labor Relations, Organization Development or any related business field preferred.
• 10 to 15 years of direct HR experience.
• Experience with working within a Center of Excellence (COE) environment for recruiting, payroll and compensation/ benefits.

Skill Requirements

• Proficiency in U.S. employment and labor laws, as well as systems and methods relating to staffing, performance management, learning & development, career planning and succession planning.
• Strong working knowledge of HR information systems; strategic planning process, statistical analysis /problem solving methods; and practices and trends influencing human resources management.

Travel Expectations

• 10% - 20%

EOE/M/F/Vet/Disability