Changing lives. Building Careers.

　　Joining us is a chance for you to do important work that creates change and shapes the future of healthcare. Thinking differently is what we do best. To us, change equals opportunity. Every day, more than 4,000 of us are challenging what’s possible and making headway to help improve outcomes.

　　Reporting to and working closely with the EVP & CHRO, the Head of HR Business International will be responsible for building a highly efficient organization and talent capabilities to achieve the strategy for Integra LifeSciences activities outside of US and support the International division (annual turnover $430M+ with fast-paced growth). Collaborating with global CoEs and global HRBPs, they will have oversight for all Human Resources leadership and strategy to support the growth and scalability of the business. The focus will be to build strategy and organizational capabilities for multi-year growth for all regions while developing and integrating sales, talent, organizations, and processes. The role has also market accountability for people and human resources matters, in partnership with local leadership and global CoEs and matrix partners.

　　This individual will create positive synergies throughout the organization by understanding and driving

　　growth strategies, leadership and management development, organizational design and excellence,

　　rewards and recognition, talent management, and employee relations, among other levers.

　　The position is a member of the HRLT and the International LT.

　　POSITION REQUIREMENTS

　　To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

　　Develop and implement long-range human resources strategies to deliver expected business results.

　　Serve as an advisor and coach to the President, International and direct reports, ensuring they are successful in their roles while providing the human resources support necessary to meet their objectives.

　　Optimize organization effectiveness. Initiate, lead and deliver results on projects related to organizational design, development of organizational capabilities, alignment of people and business strategy, and employee engagement.

　　Coach and development of leaders. Evaluate competencies, develop core capabilities, and coach leaders in areas related to communication, swift decision making, performance feedback, ability to identify and close skill gaps, articulating a clear vision and value proposition.

　　Change Champion. Serve as a change management leader within the organization. Possess knowledge of various change management models and tools and recognize how and when to apply them for best results. Initiate and lead projects related to change. Build overall leadership and organizational change management capabilities for International. Utilize a thoughtful and disciplined approach to facilitating culture change.

　　Build organization and talent capabilities to grow the International business and support market-based global capabilities and activities. This includes opening new direct markets, leading strategic business workforce plan to support near to long-term organization based upon business needs and building processes and systems to ensure a scalable infrastructure that drives growth.

　　Be aware of evolving government influences on management policies, processes and practices, and work to ensure that the company is in strict compliance with all applicable laws and regulations concerning employment practices, employee health and safety, employee relations, etc. To that end and in partnership with global CoEs and legal department, develop and implement market management model in markets (outside of US and PR) where Integra has direct presence.

　　Build a high performing HR team, driving contemporary practices and ensure that human resources are aligned with strategic priorities. Create an environment that fosters HR engagement, enables to attract, develop and retain talents and role-models Integra culture.

　　As a key player in the HRLT, partner with CHRO and HRLT peers to develop and execute global people strategies and programs, such as talent management, talent acquisition, compensation, benefits, engagement, and inclusion & diversity.

　　Partner with CHRO and HRLT to build out and evolve HR operating model in order to support global growth, in line with the enterprise operating model.

　　PROFESSIONAL EXPERIENCE/QUALIFICATIONS

　　Experiences

　　Proven ability to work in a global matrixed organization at a senior level, strong leadership and influencing skills.

　　An international HR executive, with a proven track record in the function; Extensive international

　　experience, European experience being a must and preferably APAC experience.

　　Direct experience with US-headquartered organizations preferred

　　Background in a strategic HR Business Partner role in a large, matrixed organization.

　　An immediately credible profile, bringing creativity and processes with proven project management skills, combining strategic skills and a hands-on approach.

　　A relevant number of years of human resources experience (15 years+), including time spent in highly regarded organizations known for strong competency in human resources/talent management.

　　Exposure to best-in-class, business-focused human resource functions, with a deep understanding

　　of the impact and synergies between talent strategies and other human resource processes, such as rewards and compensation.

　　Previous life sciences / MedTech sector experience strongly preferred as they operate in a similar manner in regulated environments.

　　Possess strong executive presence in a multi-cultural environment and have a proven record in

　　collaboration and influence without authority.

　　Languages

　　Fluent in English and French would be ideal but not required.Key Technical Competencies Required

　　Functional expertise with Business Acumen: Recognized business mindset. Understanding of the importance of theory and best practices. Ability to apply talent process that supports business objectives.

　　Work closely with internal clients to fully understand their business issues and determine solutions to help the business units; identify talent gaps and solve existing issues and anticipate future gaps.

　　Influencing and impacting capabilities: Demonstration of critical interpersonal relations and judgment skills in developing and accessing executives, guiding senior management, and influencing outcomes. Ability to quickly establish credibility with senior management; effectively change leadership behavior through influence. Effective navigation toward results in a complex organization structure.

　　Change Agent: with a high level of energy, pragmatic with a results-oriented approach. Experienced in working in an agile and flat organization which has already undergone a transformation journey.

　　Demonstrated ability to get deeply involved with a business unit, develop strong relationships with a broad array of senior executives and matrix partners and deliver impactful progress that drives behavioral and cultural change.

　　Role model Integra’s patient-focused, fast-paced culture.

　　Good knowledge of HR policies and procedures and current legislative requirements.

　　Excellent written and oral communication, combined with organizational, interpersonal, negotiation and time management skills.

　　Coaching, Negotiation skills, and influential skills.

　　Digital fluency and Data driven skills.

　　Additional Requirements

　　The ideal candidate must be able to bridge between being a strategic thinker and a "doer" who is passionate about leading a team of global HR personnel and be able to coach and advise them. Integra is a collaborative company in which HR plays an important role. It is also critical that this leader understands the commercial aspect of the business.

　　The position is based at one of Integra’s key locations in Europe, with a preference for Lyon, France.

　　The position requires the ability to travel internationally.