Are you passionate about building strong organizations, driving meaningful change, and enabling teams to thrive?
In this role, you’ll be a key partner within GQO’s HR Organizational Enablement team, helping to design the people strategies and structures that power our global growth. You’ll work on high‑impact initiatives: from optimizing our operating model to supporting plant network projects like M&A integrations and product transfers. You’ll also play a pivotal role in strategic talent programs, including workforce planning and leadership development.
Working closely with cross‑functional teams around the world, you’ll help shape how our organization evolves, through thoughtful organizational design, effective change management, and data‑driven insights. If you’re energized by creating scalable solutions and influencing the future of a global business, this is your opportunity to make a real impact.
- Support M&A Integration: Assist in due diligence and integration planning, focusing on organizational design, talent assessment, and cultural alignment.
- Plant Network Evaluation: Conduct analyses as it pertains to HR and coordinate product transfer initiatives to optimize network performance and mitigate risks.
- Global HR Project Execution: Manage components of HR projects to align with workforce planning and engagement initiatives.
- Organizational Design & Governance: Apply design principles and tools to support scalable structures and decision-making consistency.
- Change Management: Execute strategies that foster engagement and minimize disruption during organizational transitions.
- Data-Driven Insights: Partner with People Analytics to interpret data and apply insights to organizational planning.
- Talent Development Support: Collaborate on leadership development programs and enterprise-wide training initiatives.
What you need:
Required qualifications
- Bachelor’s degree or 6+ years relevant experience.
- 8+ years of work experience
Preferred qualifications
- 4+ years business-facing HR, HR COE, HR Operations, or role-related experience
- 8+ years of HR experience, including HR Business Partner experience, with demonstrated experience in organizational design, project management, and change management
- Experience in manufacturing or plant network strategy.
- Familiarity with HR data governance and workforce planning.
- Experience working with global initiatives and partnering across global teams.
United States of America Pay Ranges:
- USN: $102,600 - $171,000 USD Annual
- US5: $107,700 - $179,600 USD Annual
- US10: $112,900 - $188,100 USD Annual
- US15: $118,000 - $196,600 USD Annual
- US20: $123,100 - $205,200 USD Annual
- US30: $133,400 - $222,300 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.
Travel Percentage: 10%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.
Skills Required
- Bachelor's degree or 6+ years of relevant experience
- 8+ years of work experience
- 4+ years of business-facing HR, HR COE, HR Operations, or related experience
- 8+ years of HR experience, including HR Business Partner experience
- Experience in organizational design, project management, and change management
- Experience in manufacturing or plant network strategy
- Familiarity with HR data governance and workforce planning
- Experience with global initiatives and partnering across global teams
Stryker Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Stryker and has not been reviewed or approved by Stryker.
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Healthcare Strength — Multiple medical plan options with HSA support and global mental‑health access indicate broad, accessible care. These features materially enhance the overall value of the total‑rewards package.
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Retirement Support — A meaningful 401(k) company match with potential additional company contribution, alongside an ESPP, supports long‑term savings and wealth building. Documented plan specifics help employees understand eligibility, timing, and vesting mechanics.
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Parental & Family Support — Paid parental and caregiver leave, adoption and surrogacy assistance, and practical supports like breast milk shipping reflect a comprehensive, family‑friendly approach. These offerings address varied family‑building paths and caregiving needs.
Stryker Insights
What We Do
Stryker is a global leader in medical technologies and, together with its customers, is driven to make healthcare better. The company offers innovative products and services in MedSurg, Neurotechnology, Orthopaedics and Spine that help improve patient and healthcare outcomes. Alongside its customers around the world, Stryker impacts more than 130 million patients annually. More information is available at www.stryker.com. Together with our customers, we are driven to make healthcare better.
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