Head of HR Med NA (Finance)

About Us:

How many companies can say they've been in business for over 177 years?!

Here at ZEISS, we certainly can! As the pioneers of science, ZEISS handles the everchanging environments in a fast-paced world, meeting it with cutting edge of technologies and continuous advancements. ZEISS believes that innovation and technology are the key to a sustainable future and solutions for global change. We have a diverse range of portfolios throughout the ZEISS family in segments like, Industrial Quality & Research, Medical Technology, Consumer Markets and Semiconductor Manufacturing Technology. We are a global company with over 42,000 employees and have over 4,000 in the US and Canada alone! Make a difference, come join the team!

What's the role?

The Head of HR Med NA acts as a strategic advisor to senior leadership, driving the Talent Strategy and initiatives that align with ZEISS's business goals and lead the Meditec people agenda. You will lead workforce planning, talent development, and organizational transformation, whilst fostering an inclusive and high-performance culture.

The ideal candidate is a strategic HR partner who is passionate about delivering business impact. In collaboration with the senior leadership team, this role will focus on driving programs that ignite our talent, enrich our culture, and build leadership capability at all levels.

Success in this role comes from becoming a credible partner to business leaders, embedding and role modeling our core values, providing expert insights, and embracing resiliency, agility, and scale.

This is a leadership role responsible for leading a team of HR professionals aligned to support the Meditec business.

This person will work closely with our highly collaborative ZEISS Business Services (ZBS) HR team, including regional (North America) Centers of Excellence teams.

This role is based in our Dublin, CA office with team members working a hybrid schedule - three days (3) in the office and two days (2) remotely.

Sound Interesting?

Here's what you'll do:

Key Responsibilities:

Strategic Consulting and Advisory

• Act as a Strategic HR Business Partner: Collaborate with the senior leadership team to align People strategies with business objectives, ensuring that HR initiatives support the overall mission and vision of the organization.
• Develop talent strategies with the business to facilitate the achievement of business objectives, including incorporation of agentic AI together with workforce competencies.

Coaching and Mentoring

• Serve as an Executive Coach and Mentor: Provide coaching and mentorship to leaders across the organization, fostering high-performing, inclusive, and empowered teams.

Leadership and Team Development

• Provide strong leadership and guidance to team members, encouraging a culture of collaboration, innovation, and continuous improvement.
• Mentor and develop team members to enhance their skills, performance, and career development.

HR Decision-Making

• Steer strategic and operational HR Decisions: Partner with both the global and regional COEs in recruiting, people development, succession planning, performance management, and job evaluations. Ensure that HR practices are effective and aligned with business needs, collaborating with the COEs to drive impactful solutions.

Employee Engagement and Culture

• Drive Employee Engagement and continue to support a culture of belonging: Develop and implement strategies to enhance employee engagement and promote a culture high performance and belonging. Foster an inclusive workplace that values diverse perspectives.

Project Management and Change Management

• Lead HR Project Management, Change Management and Execution: Oversee HR projects, ensuring they are well-scoped, adequately resourced, and delivered on time, integrating change management methodologies to ensure ROI on change initiatives. Measure the impact of initiatives to ensure they meet organizational goals.

Organizational Design and Development

• Drive Organizational Design and Development: Lead efforts related to organizational design, including mergers and acquisitions (M&A) and post-merger integration (PMI) activities. Ensure that organizational structures support business objectives.

Compliance and Ethics

• Ensure Compliance with Legal and Ethical Standards: Monitor HR practices to ensure they adhere to applicable laws and ethical standards. Provide guidance on compliance-related matters.
• Ensure policies are compliant with local regulatory requirements and reflect both the cultural values and objectives of the business.

Collaboration with HR CoEs

• Collaborate with HR Centers of Excellence (CoEs): Work closely with Talent Acquisition, People Development, Learning & Belonging, Governance, Compensation & HR Digital Solutions teams to deliver impactful people initiatives that support the organization's goals.

People Analytics

• Utilize People Analytics: Leverage data analytics to identify trends and risks within the workforce. Use insights to inform HR decisions and support strategic HR planning based on business needs.

Employee Relations

• Proactively Handle Employee Relations Issues: Address complex employee relations issues with professionalism and empathy. Provide guidance and support to managers and employees in resolving conflicts.

Global Mobility

• Coordinate with the Global Mobility team and the business to support international assignments including business case development, internal mobility strategies and succession planning. Oversee the case management for inbound and outbound expatriates, partnering with Global Mobility, finance and ZBS HR as required to support pre-and post-assignment matters.
• Partner with outsourced vendors (e.g., immigration attorneys) to facilitate visa and work permits.

Transformation of HR function

• In partnership with the ZBS HR team, support the optimization of the NA HR function: Identify and implement opportunities for alignment and synergies including governance, HR structures, processes, and programs that align with corporate priorities and regional/local needs.

Relationship Building

• Build Strong Relationships Across the Organization: Foster trust, collaboration, and transparency at all levels of the organization. Engage with stakeholders to understand their needs and perspectives.

Do you qualify?

• Education: BS degree in Human Recourses Management or any related field, MS degree a plus
• 10+ years of experience in a People team function
• 7+ years leadership experience teams to successful outcomes
• 5+ years analytical and problem-solving skills
• 3+ years of experience with M&A

Additional Skills:

• Experience with M&A, particularly with post-merger integration strategy and execution
• Exceptional analytical and problem-solving skills
• Experience with developing change management and communication strategy & implementation
• Strong communication and interpersonal skills, with the ability to collaborate effectively across functions and levels.
• Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively.
• Ability to navigate and thrive in a matrix environment

The annual pay range for this position is $230,000 - $270,000.

The pay offered for this role may be influenced by factors such as job location, scope of role, qualifications, education, experience, & complexity/specialization/scarcity of talent.

This position is also eligible for a performance bonus.

ZEISS also offers robust benefits, including medical plans, retirement savings plan and paid time off.

Your ZEISS Recruiting Team:
Debra Ann Rybolt

Zeiss provides Equal Employment Opportunity without unlawful regard to an Applicants race, color, religion, creed, sex, gender, marital status, age, national origin or ancestry, physical or mental disability, medical condition, military or veteran status, citizen status, sexual orientation, pregnancy (includes childbirth, breastfeeding or related medical condition), genetic predisposition, carrier status, gender expression or identity, including transgender identity, or any other class or characteristic protected by federal, state, or local law of the employee (or the people with whom the employee associates, including relatives and friends).