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А global healthcare solutions company Medtronic is looking for an HR Director Russia.
Careers that Change Lives
The HR Director / Business Partner (HRBP) works with the Russia Leader to identify the talent strategy needed to drive their business strategies and to leverage the capabilities of the HR Centers of Expertise to successfully execute the talent strategy. This role requires to deeply understand the business, be aligned on its strategic direction and serve as an advisor to the leader(s). S/he will also ensure the organization is aligned to achieve Medtronic Russia goals and our Mission.
A Day in the Life
The HR Director / HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR Centers of Expertise (COE) and AskHR resources to advance our commitment to “consistent standard of care” for every employee and ensure that the HR Centers of Expertise have the information, guidance, and feedback needed to ensure capabilities that support talent strategy.
Business Acumen — Understand the strategic direction of the Medtronic Organization. Be an integral part of the Russian Leadership team and a Partner related to people/organizational topics. Render superior judgment on challenging decisions, quickly reconciling trade-offs and implications. Proactively identify people/organization risks and issues and partner to define mitigation plans. Be a driving force for continuous improvement
Coaching and Advising — Coach assigned leader(s) on people aspects of the business
Talent Management – Partner with assigned leader(s) in leveraging COE capabilities to attract diverse, world class talent, develop a pipeline of leaders, and make deployment decisions that maximize the fit between business priorities and talent development including:
Engaging the Global Talent Learning & Development (GTLD) COE to (a) build succession plans for each critical role/key position and to ensure development of top talent, (b) identify talent gaps, position and skills requirements, and job leveling
Engaging the Talent Acquisition COE team to (a) develop plan to attract high quality, diverse talent to fill positions needed to achieve business priorities, and (b) identify recruiting challenges and customize solutions
Workforce Planning – Partner with assigned leader(s) to identify long term talent and capabilities needed to deliver the business strategy
Organization Development & Effectiveness – Partner with assigned leaders to identify opportunities to architect effective and dynamic organizational designs and development interventions, promoting efficiency and team engagement. Offer thought leadership in understanding the impact of restructurings/changes can on the organization. Oversee restructuring/change projects, ensuring financial viability and mitigating legal risk. Act as an organizational champion in building organizational capabilities, reducing complexity and maximizing team performance. Engage the Employee Relations COE to understand employee relations trends/metrics to drive collaboration/partnership on proactive approach to positively impact work environment
Change Management – Identify the need for changing mindsets and behaviors to deliver our Mission and Russian Organizational 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 and diversity initiatives
HR Mergers & Acquisitions – 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
Performance review – Facilitate and provide balanced perspectives through the talent review process for [Business/ Regional/Functional] leadership teams. Talent Management COE will manage process
Compensation and benefits – Advise assigned leader(s) on annual compensation planning given knowledge of culture/performance. Total Rewards COE will manage process and approvals.
People Leader — Leads & Manages the talent of the Human Resources organization including objective setting, feedback and coaching
Promote an inclusive and engaging culture in HR and across the enterprise
Leverage Centers of Expertise (COE), Shared Services and approved external resources, programs, tools, and methodologies to deliver on client group’s needs, often facilitating work through others
Provide leadership, coaching, and career development to team members
Manage the budget and other financial measures assigned by HR to her/his team
Coordinate codification of knowledge on HR best practices and trends
Complete all other duties as assigned
Perform all responsibilities in compliance with environmental, health and safety related site rules, policies or governmental regulations, as well as Medtronic policies, practices, quality systems and other requirements
Must Haves
Bachelor’s degree and 10+ years of progressive experience in HR or Master’s degree and 8+ years of progressive experience in HR
Minimum of 7 years as HR Business Partner of managerial experience and involvement in organization design/development, change management, process improvement, employee relations, compensation, employment/employee training & development
Ability to travel, 25% — 30% required both domestic and international
Relocation required? Yes/no
Nice to Haves
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.
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