Human Resources

• Partner with senior leaders and their teams to align talent and organizational strategies with business priorities
• Identify and implement people initiatives that support growth, scalability, and effectiveness
• Provide input on organizational design, workforce planning, team effectiveness, and leadership capability
• Lead talent processes, including talent reviews and calibration, succession planning, performance management, and leadership development
• Drive organizational effectiveness through role clarity, structure, and performance expectations
• Serve as a trusted advisor and coach to senior leaders on talent, performance, and organizational effectiveness
• Act as an escalation point and SME for complex employee relations matters, including investigations
• Leverage workforce data to identify trends and inform talent and organizational strategies
• Partner with Talent Acquisition, Total Rewards, Learning, HR Operations, and other HR functions to deliver integrated solutions

Senior HR Business Partner – Corporate, Sales

• Lead the delivery of corporate administrative human resources processes
• Provide human resource services delivering positive results
• Provide guidance and support to quickly resolve employee questions
• Provide flawless end to end execution of Human Resource services and processes
• Build easy and intuitive systems and processes
• Drive continuous improvement and lead change
• Advise stakeholders
• Deliver solutions
• Manage and analyze data
• Standardize processes

Senior HR Operations Specialist

• The Leave of Absence and Benefits Specialist is responsible for the administration, compliance, and continuous improvement of all US leave of absence programs.
• This role serves as the subject matter expert for benefits and leave, including Family Medical Leave Act (FMLA), Minnesota Paid Family and Medical Leave (PFML), parental leave programs, multi-state leave requirements, and other leave types.
• Manage all leave and disability programs including: FMLA, ADA accommodations, Short- and long-term disability, Company parental leave programs, unpaid company provided leave.
• Ensure compliance with federal, state, and local leave laws and regulations.
• Develop and maintain expertise in multi-state leave programs.
• Track and manage leave cases end-to-end (documentation, timelines, approvals, return-to-work coordination, pay information).
• Provide guidance to managers and employees on leave eligibility, documentation, and expectations.
• Partner with third-party administrators to ensure effective case management.
• Prepare and submit required filings.
• Conduct regular audits of benefits and leave data to ensure accuracy and compliance.
• Support onboarding and offboarding processes related to benefits and compliance.
• Respond to employee inquiries related to benefits, leave, and HR policies.

Leave of Absence and Benefits Specialist

• Serve as a subject matter expert on selection and assessment methodology, providing consultation that supports equitable, compliant, and high-impact talent decisions.
• Design, validate, and implement selection and assessment tools and processes that improve quality of hire, strengthen predictive insights, and support consistency in talent decisions.
• Manage vendor relationships and partner on the development and implementation of scalable, data-driven assessment solutions.
• Contribute to the integrated assessment strategy by connecting selection assessments with broader talent assessments across development, mobility, succession, and other talent lifecycle decisions.
• Evaluate current selection and assessment processes, identify opportunities for optimization, and help drive continuous improvement in team strategy and delivery.
• Review statistical analyses, technical documentation, and policy requirements to ensure assessment tools meet standards for validity, reliability, fairness, and regulatory compliance.
• Partner with Talent Acquisition, Talent Management, HR partners, and business leaders to align selection and assessment practices with skills, workforce priorities, and broader enterprise talent strategies.
• Advance skills-based talent practices by helping connect assessments to skills frameworks, translating assessment insights into actionable talent insights, and enabling recruiters and managers to use tools effectively.
• Manage multiple projects and deliverables, resolve moderately complex issues, and collaborate across a matrixed environment to achieve business and talent outcomes.

Senior Talent and Performance Management – Selection and Assessment, Talent Management

• Managing HR programs and projects partnering with internal team and clients
• Executing and optimizing day-to-day HR processes
• Processing full cycle payroll
• Implementing strategic and tactical HR plans and processes
• Providing effective remote and on-site consultative support as required
• Conducting HR research and assisting in developing, implementing, and executing HR policies

HR Generalist

• Lead pre-hire activities once the offer is accepted, including facilitating HR Orientation and Onboarding
• Support performance management processes and documentation
• Coordinate all off-boarding activities ensuring the same respect and dignity is provided to team members leaving the organization as when they were hired
• Support organizational initiatives, operational changes, and workforce planning efforts in partnership with leadership
• Develop, implement and maintain scalable HR policies, procedures and operational standards
• Drive continuous improvement initiatives focused on operational efficiency, consistency and scalability, and implementing proactive solutions to improve HR effectiveness and service delivery
• Serve as a trusted HR resource and primary point of contact for team members across the organization providing guidance, support, and direction on HR related questions, policies, processes, and available resources
• Serve as primary owner and administrator of HR systems including workflows, reporting structures, troubleshooting, audits, permissions, and process optimization
• Oversee payroll processing and payroll vendor management to ensure operational accuracy and compliance
• Ensure consistency and accuracy of team member and organizational data across HR systems
• Develop and maintain HR reporting, dashboards, analytics, and operational metrics to support business decision making
• Lead HR technology enhancements, reporting improvements, process automation initiatives, and systems optimization projects
• Oversee employee benefits administration and annual open enrollment
• Partner with brokers and vendors regarding plan administration
• Resolve employee benefit related issues and escalations
• Oversee leave administration and accommodation processes
• Ensure compliance with federal, state, and local employment laws and regulatory requirements across all locations
• Lead HR audits, compliance reporting, documentation governance, and risk mitigation activities
• Provide guidance to leaders regarding policy interpretation, compliance considerations, and HR operational best practices
• Identify operational and compliance risks and recommend proactive solutions to leadership

Manager, HR Operations

• Analyze, optimize, and document HR business processes to support transformation initiatives
• Define data and system integration requirements for HR platforms
• Collaborate with cross-functional teams to ensure alignment of processes with technology solutions
• Support the implementation of new HR systems and enhancements
• Maintain process documentation and contribute to the development of best practices

Process Engineer – HR Transformation

• Contributing to and operationalizing our enterprise HR technology roadmap in partnership with senior leadership.
• Overseeing a global team of technologists responsible for developing and configuring simple, innovative, and efficient technology solutions.
• Driving agenda to design and implement user-friendly HR systems and processes.
• Scanning the market and peer firms to recommend best practice solutions and emerging technologies.
• Implementing and utilizing agile product methodology.

Vice President – Global Head of HR Systems

• This position has primary responsibility for all aspects of the Human Resources function, including compensation and benefits, policy development and administration, employee relations, performance management, staffing, training and development, recruiting, compliance, and personnel records management.
• Individual oversees the HR Generalist, HRIS Specialist and legal support managers.
• Manage the annual and mid-year performance evaluation process.
• Advise, coach, and participate in complex performance matters as requested.
• Oversee managers in defining the knowledge, skills, and abilities required for various positions and maintaining job descriptions.
• Develop, communicate and monitor PIPs.
• Promote positive employee engagement and satisfaction across all levels of the firm, through open communication, feedback and recognition programs.
• Develop and maintain employee recognition programming.
• Provide coaching to managers and Practice Group leaders on employee relations issues as appropriate.

Human Resources Manager

• Lead or participate in moderately complex initiatives across HR service delivery, with a strong focus on Employee Care, case management, and shared services operations
• Act as the central owner of EC case management practices, ensuring alignment to SLA, CSAT, and quality standards across regions (U.S., India, and the Philippines)
• Mine and analyze ServiceNow and Workday data to identify trends, root causes, process breakdowns, and opportunities to improve productivity and employee experience
• Drive end-to-end case management optimization (BAU and enhancements), including identifying opportunities to “shift left,” streamline workflows, and reduce cost to serve
• Partner with Site Leaders, AOMs, and managers to define daily workflows, ensure role clarity, and improve execution of case and SLA management
• Collaborate with HR Operations Service Delivery (HROSD) Enablement, Product, and Technology teams to support application enhancements, AI solutions, and automation initiatives
• Provide input into agent-facing AI tools and virtual assistant capabilities, translating frontline insights into scalable solutions
• Monitor and improve CSAT, SLA adherence, and QA performance, developing actionable insights and operational improvement plans
• Identify training, coaching, and enablement gaps based on process changes, feedback, and performance trends
• Build and present data-driven insights and executive-ready materials to leadership, including participation in service reviews and strategy discussions
• Act as a utility player across strategy and operations, stepping into high-priority initiatives and rapidly shifting priorities as needed
• Provide guidance to less experienced team members on HR processes, tools, and service delivery practices

Senior HR Service Delivery Consultant

• Serve as the primary on-site point of contact for day-to-day HR support, providing timely, accurate guidance to employees on company policies, procedures, and practices across multiple shifts.
• Build and maintain strong, consultative working relationships with department managers and supervisors, serving as a trusted HR partner to support business and people objectives.
• Act as a liaison between management and employees, handling inquiries, interpreting and consistently administering policies, and providing guidance on employee relations matters.
• Support high-volume onboarding and offboarding activities, ensuring excellent employee experience, data accuracy, compliance, and coordination across systems and departments.
• Partner closely with managers and supervisors on performance management, employee relations, and corrective action, providing coaching and guidance aligned with company policy and employment laws.
• Manage, maintain, and regularly update job descriptions, ensuring alignment with operational needs, organizational structure, and compensation practices.
• Collaborate with local and regional Talent Attraction / Talent Acquisition teams to support workforce planning execution, including review and approval of new position requests and participation in compensation analysis.
• Serve as a system superuser for multiple HR platforms (e.g., ATS, HRIS, timekeeping, compensation, benefits portals), ensuring data integrity, user support, and process efficiency.
• Assist with and lead HR projects and initiatives related to process improvement, compliance, employee experience, or organizational change.
• Maintain the highest level of confidentiality and discretion in handling sensitive employee and business information.
• Support a multi-shift operation, maintaining visibility and accessibility to employees and leaders across varying schedules as business needs require.
• Ensure compliance with employment laws, company policies, and internal controls, escalating risks and issues appropriately.

Human Resources Generalist

• Act as strategic partner to senior leaders and HR Business Partners to proactively diagnose organizational, talent and culture needs.
• Co-create impactful talent strategies that enable business success, in partnership with HRBPs and business leaders.
• Enable objective differentiation of talent based on capabilities, potential, behaviors and aspirations.
• Drive development, retention and engagement of critical enterprise talent pools, domain expertise, and continuity of our leadership and diverse talent pipelines.
• Create/refine succession plans, development actions to accelerate successor readiness, and identify internal and external talent needs.
• Accelerate onboarding and development of Vice Presidents.
• Play an active role in serving as a backup for Talent Management Director(s) when needed to represent broader organizational needs.
• Consult, coach/mentor and share talent management & leadership development best practices.
• Ensure effective deployment of talent management solutions to client organization(s).
• Enable rigorous enterprise performance management process through strategic consultation to consistently and objectively evaluate employee performance.
• Facilitate leadership team discussions to translate business priorities and leadership behaviors that drive clarity and accelerate performance.
• Be a thought leader on career development strategies.
• Role Model, champion and embed the Medtronic Mindset to Act Boldly, Compete to Win, Move with Speed and Decisiveness, Foster Belonging and Deliver Results the Right Way.
• Embed Diversity, Inclusion and Engagement effective practices into talent strategies.
• Drive senior business leader engagement and accountability as owners of Medtronic’s inclusion and diversity efforts and champions of the Medtronic Leadership Framework.
• Partner closely with Global Talent COE to design programs and tools that meet the unique needs of the business, and deploy targeted solutions as needed (i.e. assessment, coaching, talent acquisition, analytics, etc.), incorporating the Medtronic Mindset.
• Leverage the Organizational Health Survey to measure engagement gaps and define mitigating actions to be embedded in the talent strategy.

Talent Management Consultant

• Lead human resources efforts for Bio Processing, OEM Membranes, and Industrial Filtration units
• Confer with business leaders in areas such as change management, organizational assessment & structure, leadership planning, and workforce planning to strengthen overall organizational capability
• Ensure alignment of HR processes i.e. Human Resources Review (HRR), Performance Management and Development (PMD), Monthly & Quarterly Business Reviews (QBR), etc. with strategic and operating goals
• Guide employees and managers on employee relations, performance management, complaints, and terminations
• Develop HR team members to ensure adequate HR bench strength in the broader HR population
• Ensure effective talent management including recruitment, assessment, and development as the organization grows both organically as well as through acquisition
• Assist managers in assessing and identifying resources to meet employee/departmental training needs and support employees to continuously develop their skills in their field of work
• Manage the partnership with the talent acquisition center, including staffing coordination and job requisition management
• Lead the annual performance and salary reviews as well as the variable pay programs
• Lead all aspects of remaining up to date on relevant US and state employment laws and other human resources compliance issues
• Update management on policies/processes as necessary
• Develop dashboards to assess and communicate HR goals' performance for continuous improvement
• Other duties as assigned

Commercial HR Director

• Partner with Business Advisors to plan, develop, implement, and evaluate HR strategies
• Collaborate with HR teams for team objectives
• Advise and coach employees and managers on HR functions
• Analyze employee data supporting talent management activities
• Provide training on policies and procedures
• Support complex HR transactions including job changes, promotions, and restructures

Human Resources Business Partner

• Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement
• Projects and assesses talent requirements based upon the changing markets and business needs
• Develops robust and active succession plans supported by leadership and talent development
• Proactively identifies employee and labor concerns through cultural assessments
• Facilitates change management activities to ensure business needs are not unnecessarily disrupted
• Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes
• Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions
• Performs other job-related duties as assigned

Associate HR Business Partner

• serves as a strategic workforce HRBP embedded within a business-aligned POD
• partnering with executive, director, and manager-level leaders
• drive enterprise workforce outcomes
• operates at the intersection of business strategy, workforce intelligence, and organizational performance
• translates enterprise priorities into actionable workforce strategies

HR Business Partner

• Coordinate onboarding for new hires and newly acquired employees, including new-hire orientation and HR systems setup
• Execute employee offboarding and termination processes, including final pay coordination, benefits communication, and agency reporting
• Maintain accurate employee records within the HRIS (job titles, reporting relationships, FLSA status, Workers’ Comp codes)
• Serve as a primary contact for employee benefits questions
• Process benefit enrollments, life-event changes, and separations
• Support leaders with employee relations matters, performance conversations, and engagement initiatives
• Coordinate safety and compliance initiatives across the market
• Track required safety and compliance training completion
• Manage workers’ compensation claims, partnering with carriers and leaders to support return-to-work planning
• Support the implementation and execution of Employee Services SOPs
• Assist with audits and compliance reporting
• Partner with HR leadership on job structure, compensation, and pay scale updates

• Responsible for the administration, compliance, and continuous improvement of all US leave of absence programs
• Serve as the subject matter expert for benefits and leave
• Manage all leave and disability programs including FMLA, ADA accommodations, Short- and long-term disability
• Ensure compliance with federal, state, and local leave laws and regulations
• Develop and maintain expertise in multi-state leave programs
• Track and manage leave cases end-to-end
• Provide guidance to managers and employees on leave eligibility and documentation
• Ensure compliance with all benefits and leave-related laws and regulations
• Prepare and submit required filings
• Conduct regular audits of benefits and leave data
• Support onboarding and offboarding processes related to benefits and compliance
• Deliver high-quality front-line support to employees

• Coordinate and administer employee leaves such as FMLA and Minnesota Paid Leave.
• Coordinate ADA accommodation requests.
• Coordinate and provide consultation for employee retirements.
• Benefits administration.
• Payroll support and processing.
• Promote and serve as a resource for diversity initiatives.
• Advise supervisors on interpretation of labor agreements and human resources policies.
• Assist with performance management process.
• Assist with and conduct portions of new employee orientation.
• Participate in district and statewide HR initiatives and workgroups.
• Coordinate recruitment and selection activities, provide consultation to hiring managers regarding selection criteria, recruiting methods, applicant tracking system, candidate screening, interview questions, and reference checks.
• Provide pay recommendations based on analysis of comparable positions and candidate qualifications.
• Coordinate onboarding and off-boarding activities.
• Build relationships with schools, community groups, and individuals to support recruitment efforts; represent the organization at recruitment events.
• Research recruitment and selection trends, best practices, and labor market data; make recommendations.

Human Resources Leaves and Benefits Coordinator

• Serve as the primary support to our internal client leaders for HR support including: benefits, processes/documentation, compliance, HRIS system updates, onboarding, and employee file management
• Communicate with client leadership and decision makers on client related needs or actions while providing a high level of customer service in the following HR service areas: general HR support, process assessment, compliance management systems, handbook development/training, benefits, Affordable Care Act, performance management, and leadership training/development
• Effectively manage projects and service improvement initiatives with multiple clients and varying timelines, with an ongoing focus on improving quality, efficiency, and effectiveness of client service
• Actively participate in developing internal department goals, priorities and systems/processes, including recommendations for new services, policies, and procedures
• Assist with new staff and client training related to HR services, systems, and compliance, including providing work review and feedback
• Act as a resource in relation to HRIS technology processes and capabilities
• May act as occasional backup for client payroll processing

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