Stryker

Compensation

Full Description

Work Flexibility: Remote or Hybrid or Onsite What you will do The Senior HR Business Partner (Senior Manager level) supporting the Instruments Sales organization will serve as a strategic advisor to senior leaders within a complex, matrixed, global enterprise environment. This role is responsible for translating enterprise talent strategy into scalable, business‑aligned people solutions while operating within a Centers of Excellence (COE)‑driven HR operating model. The Senior HR Business Partner will partner closely with senior leaders, functional HR COEs, and regional HR teams to deliver integrated solutions across workforce planning, organizational design, change leadership, executive coaching, and talent strategy. Success in this role requires demonstrated experience supporting large, fast‑paced commercial organizations, navigating enterprise governance, and influencing outcomes at the Senior Director and executive leadership level. Strategic HR Partnership & Enterprise Execution Act as the primary strategic HR advisor for senior leaders within a large, commercially driven, matrixed sales organization, aligning people strategies with enterprise and business unit objectives. Translate enterprise HR strategy into business‑specific workforce, talent, and organizational solutions in partnership with global and regional HR COEs (e.g., Talent, Total Rewards, Employee Relations). Business Acumen & Organizational Leadership Demonstrate a deep understanding of global business operations, commercial models, and financial drivers, applying this knowledge to inform people decisions that impact business performance. Influence senior leaders through data‑driven insights, scenario modeling, and executive‑level storytelling, balancing enterprise consistency with business‑specific needs. Serve as an escalation point for complex employee relations, risk, and organizational issues, partnering with appropriate COEs to ensure consistent, compliant, enterprise‑aligned outcomes. Relationship Management & Executive Influence Build strong, trusted relationships with Senior Directors, VPs, and executive leaders, demonstrating the ability to challenge, influence, and coach at the highest levels. Facilitate difficult and high‑stakes conversations among senior stakeholders to drive alignment and sustainable outcomes across functions, regions, and leadership teams. Operate effectively within a highly matrixed stakeholder environment, balancing competing priorities while maintaining enterprise standards and long‑term strategy. HR Insights & Data‑Driven Decision Making Leverage enterprise people analytics, talent data, and market insights to identify trends, diagnose issues, and deliver actionable, executive‑ready recommendations. Present clear, concise, and compelling insights to senior leaders, connecting people data to business outcomes and organizational risk. What you need Required qualifications Bachelor's degree or equivalent 6+ years of work experience 10+ years of work experience Previous HR or role-related experience Preferred qualifications 5+ years business-facing HR, HR COE, HR Operations, or role-related experience Experience in multiple HR disciplines or client groups Experience supporting a large salesforce or similar client group Experience supporting strategic HR initiatives in partnership with executive leadership as a business facing HR partner Preferred candidate will sit near our Instruments site in Portage, MI $135,600 - $293,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors. Travel Percentage: 40% 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.