Senior HR Business Partner (Remote)

Work Flexibility: Remote or Hybrid or Onsite

What you will do

The Senior HR Business Partner (Senior Manager level) supporting the Instruments Sales organization will serve as a strategic advisor to senior leaders within a complex, matrixed, global enterprise environment. This role is responsible for translating enterprise talent strategy into scalable, business‑aligned people solutions while operating within a Centers of Excellence (COE)‑driven HR operating model.

The Senior HR Business Partner will partner closely with senior leaders, functional HR COEs, and regional HR teams to deliver integrated solutions across workforce planning, organizational design, change leadership, executive coaching, and talent strategy. Success in this role requires demonstrated experience supporting large, fast‑paced commercial organizations, navigating enterprise governance, and influencing outcomes at the Senior Director and executive leadership level.

Strategic HR Partnership & Enterprise Execution

• Act as the primary strategic HR advisor for senior leaders within a large, commercially driven, matrixed sales organization, aligning people strategies with enterprise and business unit objectives.
• Translate enterprise HR strategy into business‑specific workforce, talent, and organizational solutions in partnership with global and regional HR COEs (e.g., Talent, Total Rewards, Employee Relations).

Business Acumen & Organizational Leadership

• Demonstrate a deep understanding of global business operations, commercial models, and financial drivers, applying this knowledge to inform people decisions that impact business performance.
• Influence senior leaders through data‑driven insights, scenario modeling, and executive‑level storytelling, balancing enterprise consistency with business‑specific needs.
• Serve as an escalation point for complex employee relations, risk, and organizational issues, partnering with appropriate COEs to ensure consistent, compliant, enterprise‑aligned outcomes.

Relationship Management & Executive Influence

• Build strong, trusted relationships with Senior Directors, VPs, and executive leaders, demonstrating the ability to challenge, influence, and coach at the highest levels.
• Facilitate difficult and high‑stakes conversations among senior stakeholders to drive alignment and sustainable outcomes across functions, regions, and leadership teams.
• Operate effectively within a highly matrixed stakeholder environment, balancing competing priorities while maintaining enterprise standards and long‑term strategy.

HR Insights & Data‑Driven Decision Making

• Leverage enterprise people analytics, talent data, and market insights to identify trends, diagnose issues, and deliver actionable, executive‑ready recommendations.
• Present clear, concise, and compelling insights to senior leaders, connecting people data to business outcomes and organizational risk.

What you need 

Required qualifications

• Bachelor's degree or equivalent 6+ years of work experience  ​ 
• 10+ years of work experience ​ 
• Previous HR or role-related experience ​ 

Preferred qualifications

• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience ​ 
• Experience in multiple HR disciplines or client groups ​ 
• Experience supporting a large salesforce or similar client group

• Experience supporting strategic HR initiatives in partnership with executive leadership as a business facing HR partner
• Preferred candidate will sit near our Instruments site in Portage, MI

$135,600 - $293,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: 40%

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.