Strategic HR Business Partner, Orthopaedics

Smith & Nephew Fort Worth , TX 76102

Posted 2 months ago

Job Description:

Role Overview

Reports directly to the Vice President, HR for the Orthopaedics Franchise, and is responsible for collaborating with top leadership levels of the organization (SVP and VP level) aligning the HR strategy with business objectives and goals for the franchise. Serves as consultant and partner to senior management on HR initiatives, talent management, organizational effectiveness/design, and compensation/rewards.

The Strategic HRBP ensures that the business has the right capability/talent, structure and culture to grow and meet its strategic objectives in the next 1-5 years. Analyses talent needs based on business strategy using insights from reporting, data and analytics, employee engagement surveys and an in-depth understanding of the external market. Facilitates talent discussions and consults on talent plans based on performance and talent assessments.

For client group, oversees the execution of annual HR processes, new HR programs/initiatives and large-scale projects such as reorganizations, supported by the HR Advisory team. Acts as an employee champion and change agent.


  • HR Strategy: Participates and contributes in leadership, financial and business planning meetings to advise on talent strategy for the business area

  • Talent Management and Workforce Planning: Partners with business leaders to attract, develop and retain top talent in the organization to support business strategy. Facilitate analysis, forecasting, and planning of workforce supply and demand, assessing gaps, and determining target talent management interventions to ensure that an organization has the right people - with the right skills in the right places at the right time - to fulfill its and strategic objectives

  • Organizational Effectiveness and Design: Advise leadership on organization design principles to drive and promote an organization that can most efficiently meet its objectives

  • Rewards & Recognition: Partner with Total Rewards to obtain the necessary data and insights to develop and deliver a rewards and recognition strategy aligned with business needs and HR strategy; bring insight from data analyses to support the business in making rewards decisions

  • Employee Engagement: Analyze employee survey data to identify opportunities and approaches to enhance employee perceptions of the workplace and leadership capability. Consult with leadership to create interventions to improve the employee experience.

  • Organsiational Culture: Provides stewardship of the organisation's culture and cultural pillars to facilitate success.

    Coaches leaders on the link between behaviours and culture. Weaves cultural standards into HR practices, processes and ways of working. Communicates the culture broadly and frames it in ways that engages employees. Puts into place systems and practices that aligns individual behaviour and organizational goals at all levels.

  • Other duties as required: Other projects may include M&A activity or serving as a project team member on HR project teams developing global strategies or programs


Memphis, TN or Fort Worth, TX


Bachelor's Degree required. MBA or Master's equivalent preferred


HR certification for senior professional preferred (i.e. SPHR or CIPD)


  • Minimum of 10-12 years' experience in increasing spans of leadership in Human Resources to include employment, compensation, employee relations, and training/development required.

  • Experience supporting a region or franchise is required; global experience is a plus.


  • Business Partnership and Organization Insight: Leverages business acumen, industry knowledge, organization insights, and HR expertise to make significant contributions to the global organization. Uses thorough understanding of both the internal organization (e.g. business functions, geographies, structure, roles, decision making, etc.) and the external factors impacting the company, industry, and workforce to partner with business leaders to build competitively superior organizations.

  • Impact and Influence: Builds personal credibility and strong working relationships through quality of contributions, trustworthiness, openness, and candour.

    Provides influential counsel and coaching to business leaders, contributing to improved individual and organizational performance. Contracts effectively and appropriately manages client expectations. Able to influence effectively in a matrix organization. Adept at working with data and interpreting analyses.

  • Team skills: Can be equally effective participating on team (as member) and on an individual basis.

    Works towards the organizational best interest rather than personal interests. Manages well across the matrix through individuals and processes both at a function level and across the business. Uses networks in strategic activities to achieve better business and in particular people outcomes.

  • Employee Relations and Stakeholder Advocacy: Ensures that business decisions and human resource processes and policies result in objective and equitable treatment of employees and are consistent with relevant professional, legal and ethical standards.

    Takes appropriate and timely action to either address issues or escalate issues that are not aligned with expected standards or the Smith and Nephew Values. Balances advocacy for employees with business needs and ensures organizational justice is maintained. Ensures that decisions and actions are consistent with our obligations to stakeholders as identified in the Smith & Nephew Code of Business Principles.

  • HR Expertise: Leverages HR functional knowledge to drive human resource processes, programs, and practices related to areas of responsibility.

    Develops and executes proactive, innovative and practical solutions based on best practices in Human Resource Management and related disciplines. Builds capability in employees to manage their performance and development through the effective use of HR processes and tools.

  • Organizational Diagnosis and Change Management: Understands that change will occur, expects it and adjusts HR strategy to respond to changing business needs.

    Leads effective organizational diagnosis and facilitates the management of change necessary to drive the successful execution of business objectives. Understands the complexity of factors impacting organizational performance. Partners with leaders to support successful management and execution of processes, projects, programs, and systems through detailed planning, disciplined implementation, and rigorous evaluation. Skilled and competent in leading and managing change; advises and coaches business leaders on change management best practice approach and provides the understanding, perspectives, tools and techniques to make change seamless and effortless.

  • Talent Assessment and Development: Objectively and accurately evaluates individual performance, behaviours, and functional/managerial competency in the context of Smith + Nephew standards to select, integrate, develop, manage, and retain talent that builds organizational capability and builds a global and diverse employee base.

    Uses knowledge of how people's behaviour shapes interactions, performance, and the desired culture. Partners with leaders to assess talent implications of strategic options and identifies talent issues before they impact the business, as well as enhancing their assessment competence and to translate their assessments into robust development plans that enhance individual performance and leadership.

  • Financial and Business Acumen: has a deep and true understanding of what it takes for a business to make money and how every individual's actions change the financials. Financial acumen has financial literacy i.e. an understanding of key processes such as budgeting, reporting, forecasting etc.

    Also understands what drives the key financial metrics such as cash flow, profit, stock price etc. Understands how his/her performance will impact the financial results.

  • Reputation for Delivery: Track record for consistently delivering agreed project plans, is responsive and realistic about time/resources to deliver.

    Anticipates and prevents future problems, taking charge to bring about change and taking initiative within role. Has the ability to persuade key stakeholders to drive results. Develops and evaluates solutions to problems and implements solutions.

    Applies systematic thinking to identify new solutions.

    Able to win impact and influence regardless of organization boundaries and relationships.

  • Leading through Vision and Values: Keeping the organization's vision and values at the forefront of decision making and action by demonstrating the following Winning Behaviours: We put customers first We value each other We work together to win We own our success We create possibilities

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to handle or feel objects, tools or controls. The employee must occasionally lift and/or move up to 25 pounds. The employee frequently is required to reach with hands and arms.


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Strategic HR Business Partner, Orthopaedics

Smith & Nephew