HR Manager m/f - Now Hiring!

At Zimmer Biomet, we believe in pushing the boundaries of innovation and driving our mission forward. As a global medical technology leader for nearly 100 years, a patient's mobility is enhanced by a Zimmer Biomet product or technology every 8 seconds.

As a Zimmer Biomet team member, you will share in our commitment to providing mobility and renewed life to people around the world.

To support our talent team, we focus on development opportunities, robust employee resource groups (ERGs), a flexible working environment, location specific competitive total rewards, wellness incentives and a culture of recognition and performance awards.

We are committed to creating an environment where every team member feels included, respected, empowered, and recognized.

What You Can Expect

This role is the primary HR partner to the Swiss Commercial Organization as well as corporate function team members based in Switzerland.

This position includes driving our HR strategies and values in conjunction with the Business strategy ensuring consistency in our approach to delivery of the people plan including organizational design and performance management.

Priorities include supporting the leadership team; coaching and developing our managers on the tools available to ensure successful deployment of our HR strategies;

influencing and supporting the future direction of the business; driving the talent agenda to up skill our talent and identify future successors and identifying new and creative approaches to ensuring we are partnering with our business partners to enable them to unleash the power of our people.

Job holder will be seasoned HR leader with an active curiosity, insight orientation and external perspective about people and business performance.

He / she will develop strong partnerships with senior function leaders and HR and have a thorough understanding of what is happening in our business.

How You'll Create Impact

• Business Results : Drive business results through key HR initiatives and the People Plan, which support the leadership team to reach and exceed their targets
• Coaching : Provide guidance and coaching to both leadership team and managers around HR issues such as organization health, talent discussions and leadership development
• Organization Design and Development : Partner with functions to ensure their organizations are structured in a way that will enable them to meet or exceed business targets today and in the future
• Talent Resourcing : Ensure the function is attracting, recruiting and retaining the right level of talent in a consistent manner which enables us to internally drive our future succession needs.

Define needs for early career talent and address talent gaps. Fulfil role as talent pipeline for winder country

• Team Effectiveness : Provide coaching and facilitation to the leadership teams on how to drive effective teams
• Learning and Development : Identify areas of development for the functional area, work with the relevant COE to source or create supporting programs and build our leadership capabilities and pipeline for the future
• Performance Management : Continuously educate our business partners on the importance of the Performance Management program including training, communications, participating in calibrations and driving the message of ongoing quality feedback
• Engagement : Working with management teams, assess and develop activities and initiatives to meet our overarching Engagement strategy
• Process Improvement / change management : Continuously look for new ways to drive our business to achieve and exceed our targets while creating even further engagement with our employee population
• Organization effectiveness and ways of working : Work with leadership and teams to develop effective and efficient ways of working with a particular focus on relationships into other functions
• Reward : Ensure function leaders leverage reward programs to motivate and recognize their colleagues. Hold a position on competitiveness of reward for the function(s) and ensure function reward issues are addressed
• Partner and nurture relevant HR community : to deliver HR services that meet the needs of the function. As a member of the HRLT actively drive our purpose - Inspire people to be at their best at the heart of growth in a business we love
• Lead the country HR transformation - ensure continuous improvement on HR processes as part of the GBS knowledge transfer

This is not an exhaustive list of duties or functions and might not necessarily comprise all of the essential functions for purposes of the Americans with Disabilities Act.

What Makes You Stand Out

• Managerial skills with a strong focus on HR strategy and execution
• Ability to communicate effectively verbally and in writing to all levels of the company
• Proven experience in collaboration with ability to influence actions and opinions of others
• Solid organizational, people leadership, and resource development skills
• Ability to adapt quickly to changing organizational needs and business strategies
• Experience working with and motivating a matrixed, global team of on- and off-shore employees and contractors
• Autonomous, Organized, Rigorous and methodical, Ability to manage stress and priorities
• Keep up to date with regulatory and legislative developments in the field of labor law,
• Strictly respect the confidentiality of information processed and communicated.

Your Background

• Minimum Bachelor degree (preferred in HR Management), social law, social sciences, political sciences, etc.
• At least 10 years of professional experience, including 5 years as a Human Resources client facing role (HRBP)
• Strong knowledge of labour law and social legislation.
• Expertise in HR management.
• Fluency in English and Germain.
• Great management and social dialogues techniques.

EOE / M / F / Vet / Disability