Changing lives. Building Careers.

Joining us is a chance 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, our colleagues are challenging what’s possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care.

The Human Resources Business Partner (HRBP) Associate Manager partners with business leaders and managers across the operations to oversee end-to end people management processes in the areas of performance management, talent management and development, employee relations, leadership coaching, organizational design and change management to drive business results. This role will be primary HR leader for Integra’s manufacturing facility in Braintree, Massachusetts.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategy and Talent Management

• Provide strategic partnership to the business, influencing people and culture decisions through connections and knowledge of the business, markets, priorities and strategic plans
• Provide HR guidance and support to managers and leaders by applying knowledge of HR programs, policies, and business objectives.
• Support implementation of talent initiatives and workforce plans developed in partnership with business leaders and HR Centers of Excellence.
• Support leadership development activities and talent review discussions in partnership with business leaders and the Talent Management COE.
• Provide guidance to managers and employees on performance, development, engagement, and workplace issues.
• Identify learning and development needs and work with the Talent Management COE in creating awareness, developing and implementing programs. Facilitates and rolls out training programs as needed.

Performance Management and Employee Relations

• Provide advice and counsel to managers and employees on all performance-related issues, the execution of the annual performance management cycle and performance plans.
• Provide group and one-on-one coaching with managers and employees to support leadership development, engagement interventions, business decision-making, and problem solving.
• Facilitate the resolution of performance and employee relations related issues.
• Ensure consistent application and compliance of human resources policies and employment laws and regulations.

Organization Design and Change Management

• Support organizational assessments and provide input on team structure and role alignment to address business needs.
• Support change management activities associated with business and organizational initiatives.
• Participates in HR projects and able to lead HR change initiatives and support successful implementation.
• Act as a key advisor and provide advice and suggestions for cultural transformation initiatives to shape an organization aligned with Company values and future needs.
• Partner with business leaders to actively drive significant cultural shifts in mindsets and behaviors.

Compensation Planning

• Partner with the business and Compensation on the roll out and maintenance of Integra’s job architecture framework.
• 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.

Workforce Planning and Talent Acquisition

• Support workforce planning activities by gathering and analyzing workforce data and partnering with Talent Acquisition on hiring needs.
• Facilitate the selection of high performing and diverse talent to fill critical roles in the organization.
• Review and implement organization and talent strategies to ensure a robust pipeline of talent for the business.
• Partner with the business to assess resource needs based on strategic initiatives and direction.
• Communicate and create alignment with Talent Acquisition COE on recruiting strategies and to ensure proactive and optimal talent sourcing outcomes.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in Human Resources, Organizational & Industrial Psychology or any other related field
• Minimum of 8 years of HR related experience
• Strong facilitation skills, basic business acumen, analytical and strategic and critical thinking skills
• Experience in at least one HR Center of Excellence including Talent Acquisition, Total Rewards, People & Organizational Development, Employee Relations / Labor Relations, or HR Operations
• People-centered change management skills, agile and resilient
• Good understanding of HR analytics, plus ability to synthesize and connect multiple inputs and translate them into simple solutions and messages.
• Ability to influence leaders in a matrix environment with strong interpersonal skills and effectiveness, and strong coaching skills.
• Ability to coach, mentor and advise where appropriate to help employees grow and develop alignment with business and personal goals
• Strong project management skills
• Experience with HR systems & tools
• Good judgment and ability to balance the needs of the company, managers and employees
• Ability to demonstrate Integra values and an enterprise mindset.

PHYSICAL REQUIREMENTS

The physical requirements listed in this section include, but are not limited, to the motor/physical abilities and skills required of this position in order to successfully undertake the essential duties and responsibilities of this position. In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.

While undertaking the essential duties and responsibilities of the position, the employee must repeatedly sit, listen, speak, write/type, and move through all locations of a manufacturing facility. The employee is required to go to all areas of the company. The employee may be required to periodically lift and/or move up to 25 pounds. Must be able to independently travel via car or airplane to domestic and international locations as needed.

Salary Pay Range:

Our salary ranges are determined by role, level, and location. Individual pay is determined by several factors including job-related skills, experience, and relevant education or training. In addition to base pay, employees may be eligible for bonus, commission, equity or other variable compensation. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance, and savings plan (401(k)).

Subject to the terms of their respective policies and date of hire, Employees are eligible for the following Total Rewards | Integra LifeSciences

Integra LifeSciences is an equal opportunity employer, and is committed to providing equal employment opportunities to all qualified applicants and employees regardless of race, marital status, color, religion, sex, age, national origin, sexual orientation, physical or mental disability, or protected veteran status.

This site is governed solely by applicable U.S. laws and governmental regulations. If you'd like more information on your rights under the law, please see the following notices:
EEO Is the Law | EOE including Disability/Protected Veterans

Integra LifeSciences is committed to provide qualified applicants and employees who are disabled veterans or individuals with disabilities with needed reasonable accommodations in accordance with the ADA. If you have difficulty using our online system due to a disability and need an accommodation, please email us at careers@integralife.com.

Unsolicited Agency Submission

Integra LifeSciences does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. A formal written agreement is required before engaging any agency, and it must be executed and authorized by the Vice President, Talent Acquisition. Where agency agreements are in place, introductions (the initial sharing of a candidate’s name, resume, or background) are position-specific and may only occur within the scope of that approved agreement. Please, no phone calls or emails.

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