Senior Manager, HR Business Partner - Peripheral Vascular

Work Flexibility: Onsite

What you will do

The Senior Manager, HR Business Partner for the Peripheral Vascular division (formally Inari) is a strategic, business-facing HR leader who partners with senior executives to shape and execute the people strategy for a complex, growing organization. This role is designed for an experienced HR professional who brings strong judgment, enterprise perspective, and the ability to influence at the highest levels of the business.

In this role, you will serve as a trusted advisor to leaders, directors, and managers, delivering a consistent and impactful employee experience while driving engagement, organizational effectiveness, and long-term talent outcomes. You will lead the execution of the business unit’s HR strategy, with a focus on employee relations, retention, workforce planning, and scalable people processes that support growth and transformation. You will assess organizational needs and identify gaps across compensation, talent, recruiting, and change management, partnering closely with Senior HR Leaders and Centers of Excellence to design and deliver integrated solutions.

This role is onsite approximately three days per week in Irvine, CA.

Strategic HR Partnership

• Act as a senior HR advisor to business leaders, delivering end-to-end HR partnership across workforce planning, talent management, performance management, employee relations, and engagement. Serve as a subject matter expert who translates business strategy into people solutions.

Leadership & Influence

• Build strong, credible relationships with senior leaders and influence decision-making to advance the HR and business strategy.

• Navigate complex, high-stakes situations with sound judgment and discretion.

Matrix Collaboration & Change Leadership

• Partner across HR Centers of Excellence and enterprise stakeholders to deliver aligned, scalable solutions. Lead and support change initiatives, including organizational design, integration efforts, and cultural transformation.

Consultation & Coaching

• Proactively coach leaders and managers on organizational effectiveness, leadership capability, and people-related risks and opportunities, enabling stronger performance and decision-making.

Employee Experience & Engagement

• Design and deliver interventions that strengthen retention, engagement, and leadership development, ensuring solutions are practical, data-informed, and aligned with the broader enterprise strategy.

What you need

Required qualifications

• Bachelor's degree or 6+ years of  equivalent  ​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 ​ 

• Demonstrated ability to partner with senior business leaders to translate business strategy into people strategy, with experience supporting the medical device, life sciences, or other highly regulated industries 

• Experience supporting mergers, acquisitions, or business integrations, including organizational alignment, change management, leader enablement, and cultural integration within a matrixed enterprise environment

• Proven experience leading or influencing organizational design, workforce planning, and long‑term talent strategies to support growth, scalability, and evolving business needs

$155,900 - $259,800 salary plus bonus eligible + benefits. 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.