Work Flexibility: Remote What You Will Do The Senior Human Resources Business Partner (HRBP) executes talent and workforce strategies for an assigned business unit or market. This role partners with managers and directors to address employee relations, performance management, retention, compensation, organizational change, employee engagement, and workforce planning. The HRBP uses business and people data to identify trends, mitigate risk, and implement scalable HR solutions in partnership with HR Centers of Excellence. Human Resources Expertise Serve as a trusted HR advisor to managers and directors by providing guidance on HR policies, compliance, employee relations, organizational effectiveness, and change initiatives while mitigating business risk. Analyze workforce trends, identify opportunities for process improvement, and implement data-driven HR solutions and best practices that support business objectives and enhance organizational outcomes. Relationship Management Partner with organizational stakeholders to resolve complex employee and business issues, facilitate conflict resolution, build alignment on HR policies and practices, and drive effective decision-making across the business. Business Acumen Leverage business, workforce, and labor market insights to execute HR strategies, advise leaders on people-related decisions, and partner with HR subject matter experts to deliver solutions that drive business performance. Consultation Partner with managers and directors to provide strategic HR guidance, coach leaders on workforce and business-related matters, and implement HR solutions aligned to business priorities and talent strategies. Leadership Execute HR programs, policies, and initiatives that support employee engagement, retention, organizational effectiveness, leadership development, and consistent delivery of HR services across the business. HR Insights Analyze workforce and organizational data to identify trends, diagnose root causes of employee and workplace issues, and recommend and implement solutions that align with HR strategy and business objectives. What You Need Required B.A. or B.S from accredited university or 6+ years experience Minimum 10 years of professional work experience Previous HR or role-related experience required Preferred 5+ years business-facing HR, HR COE, HR Operations, or role-related experience

Experience

supporting multiple business functions and partnering with Centers of Excellence (COEs) and business leaders

Experience

operating at HR Manager or Human Resources Business Partner (HRBP) level

Experience

supporting sales, commercial, field-based, customer-facing, or other high-touch employee populations. United States of America Pay Ranges: USN: $135,600 - $225,900 USD Annual US5: $142,400 - $237,200 USD Annual US10: $149,200 - $248,500 USD Annual US15: $155,900 - $259,800 USD Annual US20: $162,700 - $271,100 USD Annual US30: $176,300 - $293,700 USD Annual View the U.S. work location and transparency guide to find the pay range for your location. Travel Percentage: None Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability. Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. Stryker is one of the world’s leading medical technology companies and, together with its customers, is driven to make healthcare better. We offer innovative products and services in Orthopaedics, Medical and Surgical, and Neurotechnology and Spine that help improve patient and hospital outcomes. We are proud to be named one of the World’s Best Workplaces! For more information, visit: www.stryker.com Work Flexibility Remote – Role allows you to work the majority to 100% of time from an alternate workplace. These roles could have travel expectations, and you must work within the country of the job requisition location. Field-based – You can expect to regularly work a majority to 100% of time at customer facilities and has a set territory or expectation to travel within a set boundary. Almost all sales roles would likely be qualified as field-based. Onsite – Role is 100% located at a Stryker facility. Some ad hoc flexibility may be available depending on role, level, and job requirements. Manufacturing roles and any role that requires physical presence at the office would qualify under this category. Hybrid – You can expect to regularly work in both an alternate workplace and a Stryker facility. Roles that are partially remote or co-located would qualify as hybrid, and the expectation to be onsite would be defined and agreed upon by your manager/supervisor.