Medtronic is hiring: HR Program Director - Cardiac Ablation Solutions in Minneap

We anticipate the application window for this opening will close on - 20 Dec 2024.

At Medtronic you can begin a life-long career of exploration and innovation, while helping champion healthcare access and equity for all. You’ll lead with purpose, breaking down barriers to innovation in a more connected, compassionate world.

A Day in the Life

The HR Program Director – aka Human Resources Business Partner (HRBP) provides strategic HR support to CAS (Cardiac Ablation Solutions) US Sales and Marketing teams. The HRBP works with CAS leaders to:

1. Develop the talent strategy needed to support the business or function;
2. Leverage the capabilities of our HR Centers of Expertise (COE);
3. Execute against the talent strategy and drive business results.

The HRBP needs to have deep experience supporting US Commercial teams, understand the CAS business, be aligned on the strategic direction and serve as an advisor to the leaders. S/he will also ensure the organization is aligned to achieve CAS goals and KPIs and our Medtronic Mission.

The HRBP also supports the HR service delivery model by collaborating with other HRBPs, HR COEs and AskHR resources to advance our commitment to deliver a “consistent standard of care” to every employee and ensure that the HR COEs have the information, guidance, and feedback needed to ensure capabilities that support talent strategy. The HRBP will partner with the COEs 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, change management, and organization effectiveness.

This position could reside in Minneapolis, MN or work remote within the US.

Responsibilities

Responsibilities may include the following and other duties may be assigned.

Change Management / Organization Leadership:

1. Develop a strong knowledge of the US Sales and Marketing organizations.
2. Lead organization transformation and partner with CAS leaders to elevate the performance of the business.
3. Design strategic initiatives to ensure organizational effectiveness with specific focus on commercial excellence to drive CAS performance, customer impact and patient value.
4. Provide strategic leadership to ensure effective organization design, structure and staffing models.
5. Drive organizational health, engagement, inclusion, and culture initiatives.

Talent Management / Development:

1. Partner with Talent Management COE to develop talent strategies that drive business impact and outcomes.
2. Partner with business leader and their leadership team to engage in regular talent reviews, organization reviews, career development planning, performance reviews, strategic workforce planning, etc.
3. Identify and plan for future talent needs, while developing the talent pipeline. Strengthen succession planning and talent readiness.
4. Drive progress toward Inclusion, Diversity and Equity aspirations and ensure diversity of talent.
5. Consult with CAS leaders on training and development needs within their teams. Partner with L&D COE partners to develop and implement meaningful learning and career pathways for employees.

Talent Acquisition:

1. Partner with the Talent Acquisition COE to effectively develop strategies to recruit and fill open positions and future talent needs with superior talent, while ensuring a diversity of talent for each open position.
2. Support client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization.
3. Work to build internal bench strength in client organizations so that we have the right talent, at the right place, at the right time.

Employee Relations:

1. Partner with the Employee Relations COE and leadership to anticipate, identify and facilitate resolution of employee relations issues, and drive initiatives in support of a performance-driven culture.
2. Counsel Executives consistent with Medtronic policies/practices, legal considerations, and company priorities—advocating both company and employee concerns.

Total Rewards Management:

1. Partner with the Total Rewards COE to effectively implement and communicate Medtronic compensation and benefits programs to successfully attract, motivate and retain employees.
2. Assist in identifying and developing innovative incentive/reward systems which address the unique needs of the Sales and Marketing organizations.
3. Ensure clear differentiation of performance in rewards and recognition.
4. Participate in benchmarking and best practices research as it applies to CAS, our competition and Medtronic business overall.
5. Provide leadership and/or serve as representation on CAS and/or Medtronic committees or task forces.
6. Manage/participate on key projects and initiatives as required.

Must Have: Minimum Requirements

1. Bachelor's degree with 10+ years of progressive experience in Human Resources to include experience supporting a US Sales/Commercial team, or 8+ years’ experience with an advanced degree;
2. 7+ years of managerial (program/project) experience.

Nice to Have

1. Master’s degree in Business, I/O Psychology or Human Resources.
2. Prior experience in Medical Device or Pharma industry.
3. Exposure or experience working with high performing sales/commercial organizations, including best practices in HR.
4. Previous HR leadership roles in a high-growth, fast-paced business.
5. Experience in organizational transformation HR leadership role.
6. Experience in HR strategy development and execution.
7. Experience in developing and implementing large-scale change initiatives.
8. Experience in a global, matrix management structure.
9. HRIS (Workday, PeopleSoft preferred), database, spreadsheet, presentation and word processing software.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.

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.

Benefits & Compensation

Medtronic offers a competitive Salary and flexible Benefits Package

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.

Salary ranges for U.S (excl. PR) locations (USD): $168,000.00 - $252,000.00.

This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).

This position is eligible for an annual long-term incentive plan.

The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).

The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance, Health Savings Account, Healthcare Flexible Spending Account, Life insurance, Long-term disability leave, Dependent daycare spending account, Tuition assistance/reimbursement, and Simple Steps (global well-being program).

The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match, Short-term disability, Paid time off, Paid holidays, Employee Stock Purchase Plan, Employee Assistance Program, Non-qualified Retirement Plan Supplement (subject to IRS earning minimums), and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).

Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.

Further details are available at the link below:

Medtronic benefits and compensation plans (https://www3.benefitsolver.com/benefits/BenefitSolverView?page_name=signon&co_num=30601&co_affid=medtronic).

About Medtronic

We lead global healthcare technology and boldly attack the most challenging health problems facing humanity by searching out and finding solutions.

Our Mission — to alleviate pain, restore health, and extend life — unites a global team of 90,000+ passionate people.

We are engineers at heart— putting ambitious ideas to work to generate real solutions for real people. From the R&D lab, to the factory floor, to the conference room, every one of us experiments, creates, builds, improves and solves. We have the talent, diverse perspectives, and guts to engineer the extraordinary.

Learn more about our business, mission, and our commitment to diversity here (http://www.medtronic.com).

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.

For sales reps and other patient facing field employees, going into a healthcare setting is considered an essential function of the job and we expect our employees to comply with all credentialing requirements at the hospitals or clinics they support.

This employer participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here (https://www.e-verify.gov/employees).

For updates on job applications, please go to the candidate login page and sign in to check your application status.

If you need assistance completing your application please email AskHR@medtronic.com.

To request removal of your personal information from our systems please email RS.HRCompliance@medtronic.com.

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