Director, HR, Supply Chain Planning – Orthopaedics

Role Overview

• Lead people engagement for a designated team.
• Lead and execute on Talent Strategy and Management (Performance, Succession, Capability Building, Coaching, DEI).
• Coach and advise business leaders.
• Activate and Execute on Strategies (policies & programs) launched by HR COE teams.
• Lead Organizational Design & Strategic Workforce Planning.
• Advise on policies and programs launched by HR COE teams.
• Own the global HR strategy and talent agenda for the Plan and Deliver functuion, ensuring alignment to enterprise priorities, financial performance objectives, and workforce outcomes.
• Serve as a trusted advisor to the Plan and Deliver senior leadership, providing data-driven insights and recommendations on organization design, talent strategy, leadership capability, and workforce planning.
• Drive organization effectiveness across the Plan and Deliver function, including org design, operating model evolution, spans and layers optimization, and team effectiveness.
• Partner closely with Talent Acquisition, Total Rewards, and HR COEs to design and deploy integrated talent solutions that attract, retain, and develop high-performing Finance talent.
• Lead workforce planning and analytics efforts, translating business strategy into actionable hiring, development, and reskilling plans.
• Drive continuous improvement and transformation of HR processes, tools, and governance to enhance effectiveness, scalability, and employee experience.
• Oversee employee relations, engagement strategies, and change management initiatives to support business transformation and maintain a high-performing culture.
• Monitor external market trends (talent, capability, and operating models within Finance) and translate insights into forward-looking HR strategies.
• Set the HR communications strategy for the Plan and Deliver organization ensuring clarity, consistency, and alignment of key talent initiatives and business priorities.
• Lead cross-functional partnership with HR COEs (Talent Management, Total Rewards, Talent Acquisition), and other HR partners to deliver integrated, high-quality outcomes.
• Build, lead, coach, and develop a high-performing HR team setting clear priorities and driving strong execution and stakeholder partnership.

Requirements

• Bachelor’s degree required; advanced degree strongly preferred.
• Minimum of 8+ years of progressive HR experience, including business partnering at the executive level and leading enterprise talent strategies.
• Exceptional written and verbal communication skills, with the ability to influence leaders and translate complex people topics into actionable insights.
• Ability to create executive-ready narratives and materials for senior leadership audiences.
• Demonstrated presence, judgment, and discretion when advising leaders on sensitive organizational and talent matters.
• Strong analytical, critical thinking, and problem-solving capabilities, with business and financial acumen.
• Ability to synthesize complex inputs (talent data, business strategy, financial metrics, and workforce trends) into clear recommendations.
• Strong attention to detail and commitment to quality in deliverables and execution.
• Ability to operate with pace, rigor, and sound judgment in a dynamic, high-visibility environment.
• Demonstrated ability to partner effectively with Finance to align talent strategy with financial outcomes and business performance.
• Proven ability to lead multiple complex workstreams and deliver results in a fast-paced, evolving environment.
• Strong cross-functional collaboration skills and ability to influence outcomes through partnership and governance.
• Ability to build credibility quickly with senior leaders and navigate complex stakeholder environments.

Benefits

• Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
• This position is eligible to participate in the Company’s long-term incentive program.
• Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits: Vacation –120 hours per calendar year Sick time
• 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year Holiday pay, including Floating Holidays –13 days per calendar year Work, Personal and Family Time
• up to 40 hours per calendar year Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year Caregiver Leave – 80 hours in a 52-week rolling period10 days Volunteer Leave – 32 hours per calendar year Military Spouse Time-Off – 80 hours per calendar year.