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Integra LifeSciences
DE-NW-Ratingen New-402-Facility; DE-BW-Rietheim Weilheim-405-Facility
Source: Integra LifeSciences careers · View original posting
From Integra LifeSciences's posting. “We” and “our” refer to the employer.
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.
The HR Manager serves as a trusted advisor to business leaders, partnering to develop and execute people and organizational solutions that support business objectives. The role provides expertise in talent management, organizational effectiveness, workforce planning, employee relations, organizational design, and change management, influencing leadership decisions and driving people-related outcomes across the supported organization.
Working closely with leaders and HR Centers of Excellence, the HR Manager supports the implementation of talent and organizational initiatives, provides guidance on workforce challenges, and helps build organizational capability to achieve short- and long-term business goals.
Provide partnership to the business, influencing people and culture decisions through connection to and knowledge of the business, markets, priorities and strategic plans
Implement organization and talent strategies to ensure a robust pipeline of talent for the business
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.
Partner with Talent COE and business leaders to facilitate talent reviews, succession planning discussions, and leadership development initiatives.
Provide coaching with managers and employees to support leadership development, engagement interventions, business decision-making, and problem solving.
Identify learning and development needs and works with the Talent COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed
Ensure consistent application and compliance of human resources polices and employment laws and regulations.
Lead workforce planning discussions with business leaders to identify capability gaps, succession risks, organizational needs, and future talent requirements.
Develop and implement effective change management strategies to enable organizational success in periods of transition
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.
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