Talent Management Culture & Engagement Manager

Changing lives. Building Careers.

Joining us is a chance 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, our colleagues are challenging what’s possible and making headway to innovate new treatment pathways to advance patient outcomes and set new standards of care.

The Talent Management Culture and Engagement Manager will lead enterprise-wide initiatives focused on employee listening, engagement, culture, belonging and value proposition in support of Integra’s people strategy and in alignment with business transformation.

Employee Listening and EngagementDevelop and lead engagement strategies aligned with business and cultural goals

    Partner with internal stakeholders and HRBPs to manage the deployment, analysis, and feedback cycle for employee surveys and engagement pulse checksPlan, coordinate, and execute the organizational employee engagement action plans and associated activities

    Develop and maintain project timelines, communications plans, and post-event metrics

Culture and BelongingSupport the design and implementation of key HR initiatives that build a high-performing workforce and foster a positive, productive and engaging workplace culture

    Translate content from internal listening sessions into strategic people and culture interventionsAdvise on ways to make the company people practices more inclusive, enabling us to attract and retain talent and foster an environment of belonging

Business Resources GroupsDrive BRG strategy execution, provide program oversight and prepare relevant internal communications

    Serve as a coach to BRG leaders and executive sponsorsUtilize BRG insights to recommend internal program and process improvements

    Stay current on inclusion trends, research, best practices and the evolving legislative climate. Advise on strategies to drive innovation and effectiveness.

Employee Value PropositionCoordinate the development of a compelling Employee Value Proposition (EVP) to attract, develop, and retain talent in collaboration with HR CoE Leads to bring together areas of expertise

    Working with HR Leadership, develop ideas for the design of programs, projects and processes across the employee lifecycle that position the company as a competitive employer of choice

OtherManage vendor relationships and functional budget as needed

    Set business-driven KPIs for culture, engagement and belonging focusing on organizational impactTrack and report key program success metrics DESIRED MINIMUM QUALIFICATIONS

    Bachelor’s degree in Human Resources or related field. Master’s degree preferred.7 years of experience in HR, with 3+ years leading culture and engagement initiatives.

    Demonstrated success in designing, developing and executing culture change and engagement improvement initiatives.Experience in small and large global organizations, MedTech industry experience a plus.

    Effective cross-cultural communication skills with appreciation for diverse perspectives.An evidence-based, analytical approach to decision making.

    Strong project and program management capabilities; ability to manage complex and ambiguous initiatives to great outcomes applying clear objectives, and metrics.Ability to effectively guide and influence change with business leaders and key stakeholders, while also being hands on with tactical execution.

    Strong verbal and written communications skills. Can translate ideas and data into a presentation to engage key stakeholders.Ability to synthesize high-level information into action plans.

    Proficiency with MS Office Suite tools such as Excel and PowerPoint in order to collect, visualize, and present data demonstrating business impact.Workday experience a plus

Additional details:

This role is hybrid between Princeton, NJ and remote. Office days are Tuesday, Wednesday and Thursday

Salary Pay Range:

$109,250.00 - $149,500.00 USD Salary

Our salary ranges are determined by role, level, and location. Individual pay is determined by several factors including job-related skills, experience, and relevant education or training. In addition to base pay, employees may be eligible for bonus, commission, equity or other variable compensation. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.

Additional Description for Pay Transparency:

Subject to the terms of their respective plans, employees and/or eligible dependents are eligible to participate in the following Company sponsored employee benefit programs: medical, dental, vision, life insurance, short- and long-term disability, business accident insurance, and group legal insurance, and savings plan (401(k)).

Subject to the terms of their respective policies and date of hire, Employees are eligible for the following https://jobs.integralife.com/total-rewards/

Integra LifeSciences is an equal opportunity employer, and is committed to providing equal employment opportunities to all qualified applicants and employees regardless of race, marital status, color, religion, sex, age, national origin, sexual orientation, physical or mental disability, or protected veteran status.This site is governed solely by applicable U.S. laws and governmental regulations. If you'd like more information on your rights under the law, please see the following notices:EEO Is the Law | EOE including Disability/Protected VeteransIntegra LifeSciences is committed to provide qualified applicants and employees who are disabled veterans or individuals with disabilities with needed reasonable accommodations in accordance with the ADA. If you have difficulty using our online system due to a disability and need an accommodation, please email us at careers@integralife.com.

Unsolicited Agency Submission

Integra LifeSciences does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. A formal written agreement is required before engaging any agency, and it must be executed and authorized by the Vice President, Talent Acquisition. Where agency agreements are in place, introductions (the initial sharing of a candidate’s name, resume, or background) are position-specific and may only occur within the scope of that approved agreement. Please, no phone calls or emails.

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