Global HR Business Partner

Anteris Tech•Maple Grove, MN

11h•$155,000 - $185,000•Hybrid

About The Position

Anteris is a science-driven structural heart company that is redefining expectations and advancing the field through cutting-edge solutions focused on restoring native-like physiology versus treating symptoms of structural heart disease. We are currently developing a new class of TAVR designed to mimic the performance of a healthy aortic valve. With offices in Minneapolis, MN, US; Geneva, Switzerland; and Brisbane and Perth, Australia, we have a growing and inclusive team. We are seeking an experienced Global HR Business Partner to serve as the primary HR leader supporting our technical teams in Maple Grove and Malaga, Western Australia. The HR Business Partner is a senior individual contributor who serves as the primary HR advisor to multiple Vice Presidents across engineering, manufacturing and technical functions. Reporting to the VP, Human Resources, this role has full strategic accountability for HR strategy design and execution for assigned clients in collaboration with COEs, employee relations, coaching, strategic workforce planning, organizational effectiveness, manager capability, talent performance, and culture health within its client groups. This role does not initially include direct reports. Influence, credibility, and execution strength are essential. At Anteris Technologies, you'll be part of a team dedicated to enhancing the quality of life for patients with aortic stenosis through groundbreaking medical devices. Join us in our mission to revolutionize structural heart solutions.

Requirements

Bachelor’s degree in business, HR or related major required
10+ years progressive HR experience; 5+ years partnering with VP-level+ leaders
Demonstrated success elevating manager capability and organizational accountability
Experience in scaling or transformation/high change environments
Broad knowledge of employment law, compensation, organizational & talent planning, employee relations, performance management, and training & development
Experience working in a culturally and geographically dispersed organization
Strong project management and program design skills that achieved success in attracting, developing, measuring, and retaining the top talent
Strong business acumen and operational understanding
Executive presence and comfort challenging senior leaders constructively
Direct, clear communicator
High emotional intelligence balanced with performance rigor/high accountability
Comfortable operating independently in a senior individual contributor capacity
Bias for action and measurable results; avid user of talent analytics
Courageous, creative, curious and scrappy problem solver that leads with strong listening skills, seeks to be a consultative partner and is solutions oriented
Strong investigations / employee relations experience; high level of personal integrity.

Nice To Haves

Experience in medical device, life sciences, or other FDA-regulated manufacturing environments strongly preferred; ideally a combo of large and small to mid-size growth organizations
Bilingual English and another language a plus; Hmong language a strong plus

Responsibilities

Raise the standard on manager capability across assigned functions
Identify leadership gaps and drive targeted, measurable improvement plans
Hold leaders accountable to clear performance expectations
Strengthen performance differentiation and performance management
Coach senior leaders on decision-making, team effectiveness, and accountability
Translate business strategy into clear org, talent and culture workforce plans for client organizations
Lead organizational design, restructuring, and role clarity initiatives
Improve decision rights, accountability, team effectiveness and execution discipline
Ensure talent depth in critical manufacturing and technical roles
Review org and line staffing, staffing costs to budget, turnover, time-to-fill, org health (engagement) survey, focus groups, safety, etc. data for trends and offers insights & coaching to leadership and action planning as needed
Translate engagement feedback into focused action plans with defined ownership
Address pockets of underperformance or cultural inconsistency directly
Partner with leaders to reinforce high-accountability behaviors
Strengthen transparency, clarity, and trust during growth and change
Depending on the hire – take an active leadership role with our global EmpowHer Employee Resource Group
Lead robust talent reviews, succession planning, performance rating and compensation related calibration sessions
Improve retention of high-performing technical and manufacturing talent
Drive consistent, high-quality performance management practices; build tools, templates and strategies to help us scale (attendance & EHS, onboarding training & career pathing program design support), investigations and proactive employee relations
Reduce ambiguity in expectations, feedback, and development