Associate Manager, HRBP (Hybrid)

Work Flexibility: Hybrid or Onsite What you will do The Associate HR Business Partner in Tempe, AZ is responsible for executing the talent strategy, providing a consistent experience to managers and employees and supporting and executing the engagement strategy for Stryker Sustainability Solutions. In this role you will provide HR partnership to managers focusing on the work environment, employee relations, performance management, employee retention and business processes by executing the HR strategy.  This is a hybrid position based in Arizona. The role requires working onsite at the office Tuesday through Thursday. Human Resources Expertise Serves as subject-matter expert to managers Applies policies and procedures across organization; assists in the interpretation and administration of company policies and guidelines and will advise and counsel others in equitable application Applies compliance knowledge to mitigate risk Implements solutions that are aligned and consistent with global HR best practices Relationship Management Effectively builds strong partnerships with managers to ensure HR resources are effectively provided to each group Will maintain constant and effective involvement in employee relations activities Business Acumen Provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions Uses knowledge of business and HR metrics to facilitate business decisions Demonstrates working knowledge of the labor market and its relation to organizational success Consultation Partners with managers and HR to implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects Coaches managers on HR and business-related issues Executes programs, policies, and procedures to drive an engaged and performing organizational culture Delivers solutions that address issues of retention, change management and employee engagement, partnering with subject-matter experts as appropriate Executes consistent HR services for the operating entity HR Insights Analyzes and presents data to managers and recommends solutions that support the culture and the defined HR strategy Analyzes root causes of work environment issues; manages interventions and solutions in collaboration and cooperation with key stakeholders What you need Required Bachelor's degree and 6+ years of work experience or 12+ years of equivalent work experience 3+ years business-facing HR, HR COE, HR Operations, or role-related experience. Role related experience can include people management experience. Preferred People leadership or management experience Demonstrated ability to manage complex employee relations/performance management matters Proven ability to lead organizational change in fast-paced environments by partnering consultatively, engaging stakeholders, and driving projects that ensure alignment, adoption, and measurable results Demonstrated experience partnering with business groups to design and implement talent strategies that amplify workforce capabilities and drive organizational performance  Travel Percentage: 20% 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.