The Director, Human Resources for the Medical Business Unit serves as a strategic business partner and trusted advisor to senior Medical Operations leaders, translating business priorities into integrated people, organization, leadership and culture strategies. This role is accountable for enabling profitable growth, improving employee experience, strengthening organizational effectiveness and building future-ready talent capability across the Medical Business Unit.

The position provides HR leadership for the global Medical Operations function and is the primary HR leader for the Americas region (U.S., Mexico and Costa Rica), ensuring alignment between people strategy and key business priorities including improving employee experience, enhancing business execution and fostering a culture rooted in integrity, accountability, inclusion, innovation and teamwork.

Aligned with the TE HR Model, this leader operates as part of OneHR, collaborating closely with HR Business Partners, site HR teams, Centers of Excellence, HR , Operations, Shared Services and HR technology teams to deliver simple, consistent and business-relevant HR solutions at pace. The role requires a leader who can challenge constructively, leverage data and insights, coach senior leaders and balance strategic partnership with operational excellence.

Job Requirements

• Partner with senior Medical leaders to understand business priorities, performance challenges and future capability needs, translating them into practical people and organizational strategies.
• Act as a trusted advisor and coach to leaders, supporting business outcomes, employee experience and ethical leadership aligned with company values.
• Use workforce data, HR analytics and business insights to identify risks and opportunities and shape proactive interventions.
• Maintain an enterprise mindset, aligning Medical Business Unit priorities with broader organizational strategy and global HR direction.
• Lead organization design, workforce planning and organizational effectiveness initiatives that enable growth, agility and cost competitiveness.
• Drive strategic workforce planning, including future structures, capability requirements, critical roles and talent decisions.
• Lead change management efforts related to transformation, restructuring, integration and site or functional changes, ensuring clear plans and stakeholder alignment.
• Partner with leaders to build inclusive, accountable and high-performing teams that enhance employee experience and deliver results.
• Embed strong talent management practices, including succession planning, high-potential development, career progression and differentiated talent actions.
• Coach leaders on performance, engagement, inclusion, development and change leadership.
• Collaborate with Talent Management, Talent Acquisition, Total Rewards, HR Analytics, Communications and Learning teams to deliver integrated solutions.
• Champion a culture where safety, quality, integrity, accountability, inclusion, innovation and teamwork are evident in daily work.
• Drive initiatives to improve engagement, wellbeing, leadership effectiveness and manager capability using employee insights.
• Ensure disciplined execution of core HR processes, including performance management, compensation planning, talent reviews, workforce planning and employee relations.
• Work with HR Operations and Shared Services to deliver consistent, efficient and user-friendly HR services.
• Clarify roles within the HR model and guide leaders on accessing the right support across HR teams.
• Strengthen HR performance through standard work, scorecards, operating rhythms and continuous improvement.
• Partner with Legal, Employee Relations and Labor Relations to manage complex people matters in a compliant and consistent manner.
• Align with the TE HR Model by simplifying processes, clarifying accountability and enabling effective escalation of complex issues.
• Provide input to Centers of Excellence to ensure programs are practical and aligned to business needs while modeling OneHR collaboration.

What your background should look like

• Strong business acumen with the ability to translate strategy and operational priorities into impactful people solutions.
• Proven ability to build credibility with senior leaders, influence decisions, challenge constructively and provide effective executive coaching.
• Deep expertise in organization design, workforce planning, talent management, succession planning, leadership development and change leadership.
• Experience leading in complex, global and matrixed environments, ideally within manufacturing, medical technology or regulated industries.
• Demonstrated success driving transformation initiatives with clear outcomes, stakeholder alignment and disciplined execution.
• Strong track record in building diverse talent pipelines and accelerating leadership readiness.
• Ability to collaborate across HR Business Partners, Centers of Excellence, HR Operations and Shared Services to deliver integrated solutions.
• Strong execution mindset with the ability to deliver results with pace, simplicity, accountability and measurable impact.
• Sound judgment in employee relations and experience partnering with Legal and compliance teams on complex issues.
• Data-driven approach with the ability to leverage HR analytics and business metrics to inform decisions and measure outcomes.
• Extensive HR leadership experience, including supporting senior or executive leadership teams.

Competencies