What You Will Do
The Senior Human Resources Business Partner (HRBP) executes talent and workforce strategies for an assigned business unit or market. This role partners with managers and directors to address employee relations, performance management, retention, compensation, organizational change, employee engagement, and workforce planning. The HRBP uses business and people data to identify trends, mitigate risk, and implement scalable HR solutions in partnership with HR Centers of Excellence.
Human Resources Expertise
Serve as a trusted HR advisor to managers and directors by providing guidance on HR policies, compliance, employee relations, organizational effectiveness, and change initiatives while mitigating business risk.
Analyze workforce trends, identify opportunities for process improvement, and implement data-driven HR solutions and best practices that support business objectives and enhance organizational outcomes.
Relationship Management
Partner with organizational stakeholders to resolve complex employee and business issues, facilitate conflict resolution, build alignment on HR policies and practices, and drive effective decision-making across the business.
Business Acumen
Leverage business, workforce, and labor market insights to execute HR strategies, advise leaders on people-related decisions, and partner with HR subject matter experts to deliver solutions that drive business performance.
Consultation
Partner with managers and directors to provide strategic HR guidance, coach leaders on workforce and business-related matters, and implement HR solutions aligned to business priorities and talent strategies.
Leadership
Execute HR programs, policies, and initiatives that support employee engagement, retention, organizational effectiveness, leadership development, and consistent delivery of HR services across the business.
HR Insights
Analyze workforce and organizational data to identify trends, diagnose root causes of employee and workplace issues, and recommend and implement solutions that align with HR strategy and business objectives.
What You Need
Required
B.A. or B.S from accredited university or 6+ years experience
Minimum 10 years of professional work experience
Previous HR or role-related experience required
Preferred
5+ years business-facing HR, HR COE, HR Operations, or role-related experience
Experience supporting multiple business functions and partnering with Centers of Excellence (COEs) and business leaders
Experience operating at HR Manager or Human Resources Business Partner (HRBP) level
Experience supporting sales, commercial, field-based, customer-facing, or other high-touch employee populations.
United States of America Pay Ranges:
- USN: $135,600 - $225,900 USD Annual
- US5: $142,400 - $237,200 USD Annual
- US10: $149,200 - $248,500 USD Annual
- US15: $155,900 - $259,800 USD Annual
- US20: $162,700 - $271,100 USD Annual
- US30: $176,300 - $293,700 USD Annual
Travel Percentage: NoneStryker 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
- B.A. or B.S. from accredited university or 6+ years experience
- Minimum 10 years of professional work experience
- Previous HR or role-related experience
- 5+ years business-facing HR, HR COE, HR Operations, or role-related experience
- Experience supporting multiple business functions and partnering with Centers of Excellence (COEs) and business leaders
- Experience operating at HR Manager or Human Resources Business Partner (HRBP) level
- Experience supporting sales, commercial, field-based, customer-facing, or other high-touch employee populations
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.
-
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.
-
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.
-
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.
