Human Resources Manager Medtech UKI

Human Resources Manager MedTech UKI

Location: United Kingdom, Leeds or Wokingham

Contract: Full time, Hybrid

This position is based in the UK and will require travel between Leeds, Wokingham, Maidenhead and High Wycombe

Overall Purpose Of This Role

The HR Manager MedTech UKI is responsible for a number of UK commercial MedTech teams.

The HR Business Partner plays a pivotal role in translating regional people strategies into impactful local execution, aligned with business priorities. Acting as a trusted advisor to leadership teams, the role drives business outcomes through expert support in coaching, talent management, organizational design, change management, and strategic workforce planning. This position requires strong business partnering skills, a deep understanding of team dynamics, and the ability to influence and enable leadership to deliver results through people.

The role reports into Head of HR MedTech, UKI.

Primary Responsibilities

Lead the development and execution of strategic HR initiatives that support both short- and long-term business objectives across the MedTech UKI organization, including alignment with the broader Vision strategy.

Serve as a key member of the UKI HR leadership team, contributing to the creation of the overall HR strategy and owning delivery of high-impact projects.

Provide comprehensive HR support to Business Units, encompassing workforce planning, organizational and job design, change management, coaching, succession planning, and talent development—with a strong emphasis on fostering innovation, collaboration, and capability building.

Partner closely with business leaders to cultivate diverse leadership pipelines and strengthen organizational capabilities across all levels.

Deliver targeted coaching—both one-on-one and in group settings—to managers and employees, supporting leadership growth, effective decision-making, performance management, and people development.

Identify and develop talent for critical roles and future leadership positions, championing an inclusive environment where diversity of thought and background drives high performance.

Collaborate with senior leaders to embed a culture of excellence, customer centricity, growth, employee engagement, and accountability.

Implement tailored HR solutions that are aligned with business strategy and responsive to evolving organizational needs. Partner with COE's to bring in specialized support where needed.

Act as a strategic advisor on employee communication and engagement initiatives, ensuring clarity, consistency, and impact across client groups.

Lead and support change management efforts, including the successful integration of acquisitions, divestitures, and restructuring activities—designing strategies that enable the organization to adapt and thrive through transformation.

Drive the Talent Rhythm process and succession planning, with a focus on identifying, developing, and retaining diverse talent, while enhancing manager capability and readiness for future challenges.

Qualifications

Years of experience: 5+ years' professional experience required; minimum of 3 years of HR or HR related experience preferred

• Leadership imperatives: demonstrate and role model Credo behaviors
• Connect: collaborate extensively with diverse teams to integrate HR solutions, balancing voice of local customer, external trends, short- and long term needs to achieve business goals
• Shape: identify creative and innovative ideas; challenge the status quo
• Grow: effectively lead, develop, and accelerate others; role model exceptional people leadership

• HR competencies:
• Strategy leader: create, shape, and apply meaningful strategies that meet long- and short-term goals
• Talent mindset: develop high performing, diverse, sustainable talent pools; expertise in talent management
• Business mindset: integrate internal and external business drivers and financial insights to drive talent outcomes for the business
• Trusted partner: effectively coach, influence, and advise
• Integrator: look across groups and needs to identify/build end-to-end, holistic solutions; role model enterprise mindset
• Change advocate: drive strategic change to proactively meet evolving business needs and explore new business models
• Operational excellence: continuously drive enhanced effectiveness and efficiency of HR solutions
• Analytics mindset: identify and use data to inform decision making
• Digital champion: identify, use, and role model the use of technology to meet needs