Director, IT Business Partner for HR

Work Flexibility: Hybrid

The IT Director, Human Resources (HR) Business Partner role will be accountable to establish and maintain a trusted relationship between global IT and business leaders in the Human Resources function. This role will deliver global IT roadmaps, programs, investment plans, and delivery strategies in alignment with the business and IT strategy and objectives. The individual will also partner heavily with other IT functions to drive business cases, key programs, innovation, and continuous improvement to achieve financial, operational, business, and customer service goals.

Essential responsibilities:

• Acts as a liaison between the IT organization and respective business function
• Responsible for team leadership, budget management and deliverables of IT programs
• Leads a team of business analysts to successfully deliver planning, requirements and successful user testing and adoption for enhancements, projects, and programs.
• Responsible for developing and maintaining IT strategic roadmap for the HR function.
• Responsible for demand rationalization and prioritization for the area of responsibility
• Ensures that the business demand and the IT project and service portfolio are aligned with the strategic and operational objectives. Accountable for the value delivery of IT programs
• Drive IT initiatives and innovations supporting Stryker's business
• Be a domain expert and business consultant
• Support core business processes by providing required inputs, information, and tools
• Liaise with other IT stakeholders in project management, application delivery, service delivery, architecture, and governance to ensure alignment
• Effectively communicate on projects by issuing regular status updates, and manage communication with business and IT stakeholders
• Maintain high business and IT acumen through continuous development and growth mindset
• Ensure business remains in compliance of global IT services and processes, including securing compliance with SLA and high customer satisfaction
• Ensure that IT systems and processes operate efficiently and within established KPIs
• Provide service delivery teams with input on business applications needs within the functional application domain
• Continuously improve and evolve the performance of the IT organization to meet future needs

Qualifications and Experience

• 10+ years of experience with at least 5 years in an IT role
• Management experience of 10+ years and experience establishing program or project team structures that have successfully delivered technology projects
• Demonstrated knowledge of current and future technology direction of the industry and of corporate function systems
• Demonstrated ability to develop strong partnerships and trust with business leadership to build IT strategies and program portfolios
• Demonstrated experience translating business strategy to IT strategies and putting together multi-year roadmaps and investment requirements
• Experience successfully navigating and working in a matrixed organization
• Experience driving business transformation through technology programs of medium to large scale.
• Knowledge of regulated application landscape needs in life sciences
• High preference will be put on candidates with experience supporting HR business relationship management and HR technology project delivery, especially in Payroll or Workforce Management operations.

$145700- $296300salary plus bonus eligible + generally eligible for short-term and long-term financial incentives + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.

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.