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About the Role

Develop and implement the human resources strategy for Front Line Care to support business unit objectives and foster a desired culture. Serve as the principal HR advisor and coach to the President of Front Line Care and the leadership team on organizational design, workforce planning, talent management, leadership effectiveness, total rewards, employee relations, and change management.

Responsibilities

Translate business strategy into a people strategy and execute a multi-year HR plan tied to business objectives.
Act as a member of the business leadership team, contributing to strategic decisions with an HR perspective.
Develop organization strategy by identifying and researching HR issues and establishing HR objectives.
Represent Front Line Care in enterprise HR, influencing program design and owning enterprise HR outcomes.
Establish effective operating processes with the leadership team to enable strong functional partnerships.
Assess and realign business model and organizational dynamics as needed.
Lead organization design efforts across a complex, multi-site, matrixed footprint.
Own strategic workforce planning, including capability gap analysis, build/buy/borrow decisions, and footprint strategy.
Partner with Finance on headcount planning, productivity targets, and the annual operating plan.
Design and lead restructuring and cost actions, including consultation and communication plans.
Partner with the leadership team on team effectiveness, diagnosing dynamics and facilitating interventions.
Own the talent agenda for the business unit, including talent reviews, succession planning, and development plans.
Build technical and leadership capability in critical skill areas.
Partner with Talent Acquisition on executive staffing, pipeline strategy, and hiring decisions.
Drive performance management across the business unit, including goal setting, feedback, and performance differentiation.
Champion career pathing, internal mobility, and retention for critical talent.
Coach senior leaders on leadership effectiveness, executive presence, decision making, and team building.
Assess leadership capability against business requirements and address gaps.
Onboard and integrate senior hires and newly promoted leaders.
Shape and reinforce the desired culture by translating Baxter's mission and values into behaviors.
Lead the engagement agenda, including survey interpretation and action planning.
Serve as change leader for major business transitions, including stakeholder analysis and communication planning.
Advance diversity, equity, and inclusion within the business unit.
Drive an effective reward and recognition strategy in partnership with the Total Rewards COE.
Partner on compensation planning and governance, including merit, bonus, and incentive cycles.
Ensure pay decisions are equitable, competitive, and compliant.
Provide coaching and consultation on employee relations matters, including investigations and separations.
Oversee labor and works council relationships.
Ensure HR practices meet the requirements of a regulated medical device environment.
Ensure compliance with applicable employment law and Baxter policy.
Act as HR lead for inorganic activity, including due diligence and integration.
Own the people workstream of post-close integration plans.
Lead, develop, and inspire the Front Line Care HR team.
Ensure effective delivery through the HR operating model, coordinating with COEs and HR Operations.
Model hands-on execution, operating fluidly between strategic design and personal delivery.
Develop and implement measurement systems to determine the impact of HR programs.
Use workforce data and analytics to diagnose issues and make recommendations.
Set and track people KPIs as part of the business unit’s operating review.

Requirements

Strategic oversight and design capability.
Credibility and appetite to drive tactical execution personally and through a team.
Experience in a matrixed, highly regulated, multi-site environment.
Ability to translate business strategy into people strategy.
Experience developing and executing multi-year HR plans.
Experience representing a business unit within enterprise HR.
Experience establishing effective operating processes with leadership teams.
Experience assessing and realigning organizational dynamics.
Experience leading organization design efforts.
Experience owning strategic workforce planning.
Experience designing and leading restructuring and cost actions.
Experience partnering with leadership on team effectiveness.
Experience owning the talent agenda, including talent reviews and succession planning.
Experience building capability in scarce skill areas.
Experience partnering with Talent Acquisition on executive staffing.
Experience driving performance management.
Experience championing career pathing and retention.
Experience coaching senior leaders.
Experience assessing leadership capability.
Experience onboarding and integrating senior hires.
Experience shaping and reinforcing culture.
Experience leading engagement initiatives.
Experience serving as a change leader for business transitions.
Experience advancing diversity, equity, and inclusion.
Experience driving reward and recognition strategies.
Experience partnering on compensation planning and governance.
Experience ensuring pay equity and compliance.
Experience providing consultation on employee relations matters.
Experience overseeing labor and works council relationships.
Experience ensuring HR practices meet regulatory requirements.
Experience ensuring compliance with employment law.
Experience acting as HR lead for inorganic activity.
Experience owning people workstreams for integrations.
Experience leading, developing, and inspiring HR teams.
Experience ensuring effective HR operations.
Experience modeling hands-on execution.
Experience developing and implementing HR program measurement systems.
Experience using workforce data and analytics.
Experience setting and tracking people KPIs.

Skills

Human Resources Strategy
Organizational Design
Workforce Planning
Talent Management
Talent Development
Leadership Effectiveness
Total Rewards
Employee Relations
Change Management
Business Partnership
People Strategy Development
HR Planning
Organization Strategy
Enterprise HR Representation
Operating Process Design
Team Effectiveness
Succession Planning
Capability Building
Talent Acquisition Partnership
Performance Management
Career Pathing
Internal Mobility
Talent Retention
Executive Coaching
Leadership Development
Culture Shaping
Engagement Management
Diversity, Equity, and Inclusion
Compensation Planning
Recognition Strategy
Employee Relations Consultation
Labor Relations
Compliance Management
Inorganic Activity HR Lead
Integration Management
HR Team Leadership
HR Operations Management
Data Analysis
Workforce Analytics
KPI Tracking

Location

Work Type

Flexible Workplace Policy (minimum days onsite required)

Experience Level

Senior Leadership

Salary/Compensations

$224,000 - $308,000 annually

Benefits

Medical coverage
Dental coverage
Basic life insurance
Accident insurance
Short-term disability insurance
Long-term disability insurance
Business travel accident insurance
Employee Stock Purchase Plan (ESPP)
401(k) Retirement Savings Plan (RSP) with company matching
Flexible Spending Accounts
Educational assistance programs
Paid holidays
Paid time off (20-35 days based on service)
Family and medical leaves of absence
Paid parental leave
Commuting benefits
Employee Discount Program
Employee Assistance Program (EAP)
Childcare benefits

About the Company

Baxter believes every person deserves a chance to live a healthy life.
Baxter is redefining healthcare delivery to make a greater impact.
Baxter colleagues are united by the Mission to Save and Sustain Lives.
Baxter is driven by a culture of courage, trust, and collaboration.
Baxter empowers individuals to take ownership and make a meaningful impact.
Baxter strives for efficient and effective operations and holds employees accountable for exceptional results.

Equal Opportunity

Baxter is an equal opportunity employer.
Baxter evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic.
Baxter is committed to working with and providing reasonable accommodations to individuals with disabilities globally.