VP HR Neuromodulation

Job Description

Min Salary USD

Max Salary USD

Travel

Careers that Change Lives

A career at Medtronic is like no other. We’re purposeful. We’re committed. And we’re driven by our Mission to alleviate pain, restore health and extend life for millions of people worldwide. We look for accountable leaders who have a clear vision of where we are going and how to get there, bold inclusive thinkers who create new ideas and bring our best solutions forward to benefit our patients, business partners, and customers.

We believe that when people from different cultures, genders, and points of view come together, innovation is the result —and everyone wins. Medtronic walks the walk, creating an inclusive culture where you can thrive.

The VP HR, Neuromodulation will report to the OU President, Neuromodulation and will be responsible for providing HR leadership to the Neuromodulation Operating Unit.

Key responsibilities include development and implementation of people strategies and processes that drive enhanced business results and improve the capabilities of the business. As a member of the Neuromodulation Leadership team, the incumbent is required to have a thorough understanding of the business strategy, and to diagnose the organizations’ needs and provide specific consultation to the business leaders relative to the strategic and people-related issues impacting their organization.

The HR VP will lead, manage, and develop a team of HRBPs aligned to the Neuromodulation business. This position is responsible for championing the HR service delivery model by collaborating with other HRBPs, HR Centers of Expertise (COE) and AskHR resources to ensure effective execution of programs and initiatives in talent acquisition, culture change, diversity and inclusion, performance management, talent management and development, employee relations, total rewards and recognition, training, change management, and organization effectiveness.

A Day in the Life

POSITION RESPONSIBILITIES:

• Serve as the HR business partner and strategic advisor to the Neuromodulation OU President and provide thought leadership to the senior leadership team. Develop and drive strategic imperatives that focus on the culture, talent and organization of the business.
• Identify the need for changing mindsets and behaviors in order to deliver our Mission and business strategy; offer thought partnership to develop change management plan to deliver the required outcomes. Partner with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, enable culture development plans, bring employee engagement plans to life, and drive inclusion, diversity and equity initiatives.
• Lead due diligence and offer thought leadership to assigned leader(s) in understanding the human capital elements of acquisitions, developing activities that facilitate integration of culture, organization, talent, systems and processes.
• Partner with the OU President and leadership team to provide leadership in aligning resources and driving a collaborative high performing work environment. Provide leadership and focus on people implications of organizational growth and change strategies.
• Develop and implement appropriate organizational and people strategies and solutions that align with the business objectives and deliver results.
• Drive Organization and Talent Planning (OTP) discussions and actions as blueprint for talent alignment, pipeline, succession planning, development and identifying organizational needs.
• Leverage COEs and the HR model to implement solutions across employee development, total rewards, talent acquisition, employee relations and organizational effectiveness disciplines.
• Define, plan and fulfill the strategic workforce planning/staffing needs of the businesses – ensure the maintenance of workforce plans
• Manage and support the implementation of global programs that create a work environment that benefits from a diverse group of employees, by recognizing, appreciating, valuing and utilizing the unique talents and contributions of all individuals
• Ensure fair and consistent interpretation and application of Medtronic policies, practices and procedures that create and maintain a positive employee relations environment and help create the desired functional and Medtronic culture.
• Identify and share best practice that positively affect turnover/retention, customer satisfaction, workplace safety, productivity and profitability

Must Have: Minimum Requirements

• Bachelor’s degree and 15+ years of progressive experience in HR
• Master’s degree and 13+ years of progressive business management experience, with exposure to high performing organizations, including best practices in HR

Nice to Have

Strongly Preferred:

• Experience in a global, high matrixed, functional environment. Experience with medical or technology multi-national companies is highly desirable.
• Broad understanding of two or more HR functional specialties (e.g., compensation, benefits, organization design, talent acquisition and succession) gained through experience as a customer or user, on a task force, or in an HR career. HR accreditation (SHRM-SCP, SPHR or similar if international) preferred
• In-depth knowledge of business management concepts and practical applications gained through cross-functional business experience, business administration degree at undergraduate or MBA level, and/or intensive executive management course. MBA with HR specification or HR Masters preferred
• Business acumen: Good business sense and judgement reflected in key decisions made
• Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously
• Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization)
• Collaborative: Reaches across boundaries internally and externally to develop and extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders

About Medtronic

Together, we can change healthcare worldwide. At Medtronic, we push the limits of what technology, therapies and services can do to help alleviate pain, restore health and extend life. We challenge ourselves and each other to make tomorrow better than yesterday. It is what makes this an exciting and rewarding place to be.

We want to accelerate and advance our ability to create meaningful innovations - but we will only succeed with the right people on our team. Let’s work together to address universal healthcare needs and improve patients’ lives. Help us shape the future.

The provided base salary range is used nationally (except in certain CA locations). The rate offered is compliant with federal/local regulations and may vary by experience, certification/education, market conditions, location, etc.

Executive Level Roles: Base pay is based on numerous factors and may vary depending on job-related knowledge, skills, and experience

A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage. Learn more about our benefits here.

MIP Eligible: This position is eligible for a short-term incentive plan. Learn more about Medtronic Incentive Plan (MIP) here.

LTI Eligible: This position is eligible for an annual long-term incentive plan. Learn more about Medtronic Long-Term Incentive Plan (LTIP) here.

Physical Job Requirements

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role. (ADA-United States of America)

EEO STATEMENT

It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position.