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 Center of Excellence, HR Operations, or related experience
- 8+ years of HR experience, including HR Business Partner experience
- 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
Inari Medical Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Inari Medical and has not been reviewed or approved by Inari Medical.
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Fair & Transparent Compensation — Pay is considered competitive for many roles, with employees described as 'extremely happy' with total compensation including pay, stock, equity, and benefits. Feedback suggests above‑average salary levels across departments contribute to strong pay sentiment.
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Healthcare Strength — Benefits include comprehensive medical, dental, and vision coverage, with 100% employer‑paid premiums for employees cited in multiple descriptions. Additional options like critical illness, accident, hospital indemnity, and wellness programs reinforce the healthcare offering.
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Leave & Time Off Breadth — Time off is characterized by unlimited PTO, cited as a top benefit by employees. Paid holidays and flexible hours are also referenced, expanding the range of time‑off options.
Inari Medical Insights
What We Do
Inari Medical, Inc. is a commercial-stage medical device company focused on developing products to treat and transform the lives of patients suffering from venous diseases.
