HR Process Excellence Lead (Remote) - Michigan, Virtual Address

Work Flexibility: Remote

Who we want-

• Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes – finding ways to simplify, standardize and automate.
• Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions.
• Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

What you will do-

As the Process Excellence Lead you will work closely with a Process Owner or Project Lead to identify, plan, and scope process work and improvement projects. You will act as the main point of contact/liaison to the business for process improvements and you will be the subject matter expert in operational excellence.

The Process Excellence Lead will play a key role in the execution of the Process Optimization Program, improving the way that HR delivers value to our employees. In this role you will report to the HR Process Excellence Senior Manager.

Additional responsibilities -

• Work closely with HR teams to identify process gaps, role clarity issues, and process inefficiencies.
• Communicate with the business to identify, and prioritize, process needs and pain points.
• Work with the HR Project Management Office to align projects with business objectives and standards.
• Work with the Process Excellence Senior Manager to identify potential impacts of process changes on the business to inform change management & communications efforts.
• Scope, lead, and manage problem solving workshops and leverage problem solving techniques to identify root cause and assess opportunities to improve processes for the global HR function. 
• Support the assessment and selection of technology as needed.
• Develop new process designs to improve standardization, efficiency, and cost-effectiveness.
• Partner with the business to implement and operationalize new processes or changes to current processes.
• Prepare deliverables and manage handoff to the business, providing additional support as needed.
• Track, calculate, and capture the value of process improvements.
• Requires critical thinking and independent judgement while leading projects.

What you need-

• Bachelor’s degree or 6+ years of relevant experience required
• 4+ years of work experience required
• 2+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred
• 2+ years of Lean education through course curriculum, certification, or practical application of Lean methodology preferred
• Project management skills/kaizen event experience –from initiation through full implementation preferred
• Experience with training development and delivery preferred
• Ability to travel up to 20%

$75,300-144,800k salary plus bonus eligible + Benefits (Health, Vision, Dental, 401K, Tuition Reimbursement, Employee Assistance Program, Wellbeing Program, Employee Stock Purchase Program). This information reflects the anticipated salary range for this position based on current national data.  Actual minimum and maximum may vary based on location.  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.