Director, Human Resources Business Leader, IT

Making a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you'll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives

Function as an expert on people and organizational issues, as well as a catalyst in delivering HR solutions in order to attract, develop, and retain talent and to support the specific needs of the business groups and overall business objectives.

• Responsible for providing initial identification and prioritization of T&O Strategy
• Responsible to execute on the T&O Strategy across group(s) of responsibility.
• Prioritize T&O initiatives based on identified strategic needs; ensure action planning of work aligns with the strategic needs of the T&O.
• Engage COE on initiatives.

• Contribute to the end-to-end workforce planning process.
• Deliver the work for assigned business/functional group; partner with the Head of HR/network leader and respective COE to integrate strategic long term workforce needs, capabilities, roles and skills for own group(s)/plants.
• Contribute to execute the action planning.

• Responsible to plan and facilitate the organizational design/development review for assigned groups; execute on the organization development strategy and outcomes.
• Conduct review of future state mission, strategy, org structure, work processes, roles, decision making authority, and rewards systems.
• Challenge the ways of working to drive superior performance.

• Responsible for assessing the change landscape for the groups supported within a BU, Function, a region or Country, developing case for change,
• Identifying implications of change (e.g., stakeholder impacts, training need analysis).
• Develop overall change strategy, change materials (e.g., comms and training), communicating / executing and rolling out, tracking impact of interventions and adjusting as needed.
• Engage COEs as appropriate for methodology, thought partnership and advise, based on complexity.

• Bachelor's Degree in in related field plus twelve years of previous related human resources experience
• Master's Degree or equivalent in in related field plus ten years of previous related human resources experience

• Ability to understand how changes in the business environment affect the organization and is aware of how competitors are adapting to these changes
• Provides a business-based rationale for determining the necessity of incremental improvements and communicates this viewpoint using the business's terminology
• Demonstrates awareness of opportunities for market share growth in the industry
• Demonstrates a strong understanding of the organization's business model, structure and strategy
• Leverages insights from the business to schedule and plan HR processes so they align with business processes
• Develops clear business cases backed by data to convey the importance of initiatives
• Collects and draws meaningful insights from employee engagement data and provides recommendations to the business unit accordingly for action planning
• Engages with stakeholders to understand priorities and identify the most relevant metrics to measure the progress of business unit HR strategies
• Distills complex problems and root causes in a way that can be effectively communicated and understood by stakeholders.
• Develops informal, trusted relationships throughout the organization to cultivate influence
• Consistently demonstrates active listening to identify potential challenges or solutions and develops persuasive arguments to address stakeholder concerns
• Understands how to interpret analyses and translate to business insights that business leaders can leverage for decision making or action planning
• Applies advanced analytical methods and can select the best methods for different types of data
• Builds compelling narratives using data and visualizations to convey findings from analyses that help stakeholders understand HR issues and take action or make decisions about their organization.
• Engages with stakeholders to understand priorities and identify the most relevant metrics to measure the progress of business unit HR strategies
• Identifies strategic issues and develops strategies to address global trends/issues.
• Demonstrates broad thinking on work-related topics; approaching common problems from a variety of angles and willingness to expand upon possible