Head of HR International

Changing lives. Building Careers.

Joining us is a chance for you to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, more than 4,000 of us are challenging what’s possible and making headway to help improve outcomes.

Changing lives. Building Careers.

At Integra the work we do is important to creating change and it shaping the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, more than 4,300 global colleagues are challenging what’s possible and making headway to help improve outcomes.

Summary Description

As a member of the Global HR Leadership team and International Leadership team, the Senior Director HR Business Partner, International, will report to and work closely with the EVP& CHRO and will have a functional dotted line to the President & EVP International. The Senior Director, HR Business International will be responsible for building a highly efficient organization and talent capabilities to achieve the strategy for Integra LifeSciences activities outside of US and support the International division (annual revenue $430M+ with fast-paced growth annually). Collaborating with global CoEs and global HRBPs, provide

oversight for International Human Resources leadership and strategy to support the growth and scalability of the business. The focus will be to work with the other HRBP to develop an align the international strategy and organizational capabilities for multi-year growth for all regions while developing and integrating sales, talent, organizations, and processes. The role has also country accountability for people and human resources matters, in partnership with local leadership and global CoEs and matrix partners.

Success for this role is defined as the incumbent developing, implementing and running an adaptable and scalable HR operating model for the international regions, working in close collaboration and partnership with the CoEs and key stakeholders. Additionally, creating

positive synergies throughout the organization by understanding and driving

growth strategies, leadership and management development, organizational design and excellence, rewards and recognition, talent management, culture, and employee relations, among other levers.

SUPERVISION RECEIVED

Under direct supervision of the EVP & CHRO

SUPERVISION EXERCISED

Team of 4 HR business partners

Matrix management of CoEs associates (5 resources YTD)

Position Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

Develop and implement long-range human resources strategies to deliver expected business results.

Serve as an advisor and coach to the President & EVP, International and direct reports, ensuring they are successful in their roles while providing the human resources support necessary to meet their objectives.

Optimize organization effectiveness. Initiate, lead and deliver results on projects related to organizational design, development of organizational capabilities, alignment of people and business strategy, and employee engagement.

Coach and development of leaders. Evaluate competencies, develop core capabilities, and coach leaders in areas related to communication, swift decision making, performance feedback, ability to identify and

close skill gaps, articulating a clear vision and value proposition.

Culture and Change Champion. Serve as a culture and change management leader within the

organization. Build strategies and fit-for-purpose plans in partnership with all stakeholders to create a high performance culture.

Possess knowledge of various change management models and tools and recognize

how and when to apply them for best results.

Initiate and lead projects related to change. Build overall leadership and organizational change management capabilities for International.

Utilize a thoughtful and disciplined approach to facilitating culture, organization and leadership change.

Build organization and talent capabilities to grow the International business and support market-based global capabilities and activities. This includes opening new direct markets, leading strategic business workforce plan to support near to long-term organization based upon business needs and building processes and systems to ensure a scalable infrastructure that drives growth.

Be aware of evolving government influences on management policies, processes and practices, and work to ensure that the company is in strict compliance with all applicable laws and regulations concerning employment practices, employee health and safety, employee relations, etc.

Manage and monitor unions and works council activities as relevant across the various countries. In full partnership and collaboration with global CoEs and legal department, develop and implement market management model in markets(outside of US and PR) where Integra has direct presence.

Build a high performing HR team, introduce contemporary practices and ensure that human resources are aligned with strategic priorities. Create an environment that fosters HR engagement, enables to attract, develop and retain talents and role-models Integra culture.

As a key member of the HRLT, partner with CHRO and HRLT peers to develop and execute global people strategies and programs, such as talent management, performance management, talent acquisition, compensation, benefits, culture and engagement, and inclusion & diversity.

Partner with CHRO and HRLT to build out and evolve the global HR operating model in order to support global growth, in line with the enterprise operating model. More specifically, develop, implement and run an adaptable and scalable HR operating model for the international regions, working in close collaboration and partnership with the HR leadership, CoEs and key stakeholders.

Professional Experience/Qualifications

Experiences

• Proven ability to work in a global, highly matrixed organization at a senior level, strong leadership and influencing skills.
• An international HR executive, with a proven track record in the function; 15 years
• Extensive international experience, European experience being a must and preferably APAC experience.
• Direct experience with US-headquartered organizations preferred
• Background in a strategic HR Business Partner role in a large, matrixed organization.
• An immediately credible profile, bringing creativity and processes with proven project management skills, combining strategic skills and a hands-on approach.
• A relevant number of years of human resources experience (15 years+), including time spent in highly regarded organizations known for strong competency in human resources/talent management.
• Exposure to best-in-class, business-focused human resource functions, with a deep understanding of the impact and synergies between talent strategies and other human resource processes, such as rewards and compensation.
• Previous life sciences / MedTech sector experience strongly preferred as they operate in a similar manner in regulated environments.
• Demonstrated business acumen across all HR functions plus understanding of financial and sales related activities.
• Strong mindset of financial stewardship similar to PE and VC company operations; delivering on just in time solutions, optimizing resources, and streamlining business processes
• Possess strong executive presence in a multi-cultural environment
• Collaboration and influence across the company, without direct authority, a must.
  
  

Languages

• Fluent in English mandatory - French and/or German would be ideal.
  
  

Key Functional Competencies Required

• Functional expertise with Business Acumen: Recognized business mindset. Understanding the importance of theory and best practices. Ability to apply talent process that supports business objectives.
• Work closely with internal clients to fully understand their business issues and determine solutions to help the business units; identify talent gaps and solve existing issues and anticipate future gaps.
• Influencing and impacting capabilities: Demonstration of critical interpersonal relations and judgment skills in developing and accessing executives, guiding senior management, and influencing outcomes.
• Ability to quickly establish credibility with senior management; effectively change leadership behavior through influence. Effective navigation results in a complex organization structure.
• Self-starter with a high level of energy, pragmatic with a results-oriented approach. Experienced in working in an agile and flat organization which has already undergone a transformation journey.
• Demonstrated ability to get deeply involved with a business unit, develop strong relationships with a broad array of senior executives and matrix partners and deliver impactful progress that drives behavioral and cultural change.
• Role model Integra’s patient-focused, fast-paced culture.
• Good knowledge of HR policies and procedures and current legislative requirements across various key countries.
• Excellent written and oral communication, combined with organizational, interpersonal, negotiation and time management skills.
• Coaching, Negotiation skills, and influential skills.
• Digital fluency and Data driven skills.
  
  

Additional Requirements

• The ideal candidate must be able to bridge between being a strategic thinker and a "doer" who is passionate about leading a team of global HR personnel and be able to coach and advise them. Integra is a collaborative company in which HR plays an important role. It is also critical that this leader understands the commercial aspect of the business.
• The position is based at one of Integra’s key locations / areas in Europe, namely Geneva or Le Locle /Neuchatel region, Switzerland; Ratingen / Dusseldorf, Germany; Lyon area, France.
• The position requires the ability to travel internationally.