HR Business Partner (33733)

Who We Are

At KLS Martin, we offer a unique opportunity to contribute to the success of a dynamic and thriving company whose products are used daily across the world to help surgical patients. 

The KLS Martin Group is a worldwide leader in creating surgical solutions for the craniomaxillofacial and cardiothoracic fields. Surgical innovation is our passion, and we are constantly working with surgeons to improve surgical care for their patients. Our product portfolio includes titanium and resorbable implants for reconstruction, innovative distraction devices to stimulate bone lengthening, over 4,000 surgical instruments, and other surgical products designed specifically for CMF and cardiothoracic surgeons. 

KLS Martin is an innovative leader in the treatment of CMF deformities and trauma cases. We use Individual Patient Solutions (IPS) by using our proprietary IPS products where CT scans are used to custom design implants that are created specifically for that individual patient.  This technology allows our surgeons to provide the best-in-class treatment for their patients.

KLS Martin Guiding Principles

• Established, Privately Held Business Group – Responsive to customers, not shareholders. KLS Martin has manufactured medical products since 1896, and we have sold our products in the United States under the KLS name since 1993. We have always been, and always will be, privately owned.
• Patient Focus – We design products with the patient in mind – CMF, Thoracic & Hand
• Product to Table – Integrated planning, design, manufacturing and distribution process
• Educational Partner – Our primary focus for support is on education
• Inventory Alliance – Inventory management is critical to patient treatment/outcome
• Surgical Innovation is Our Passion – More than just a tagline

What We Offer

• We provide full-time employees with a competitive benefits package, including paid parental leave
• In-house training and professional development opportunities
• A culture of creativity and innovation by drawing on diverse perspectives and ideas to drive surgical innovation

Job Summary

              The HR Business Partner serves as a strategic and operational partner to employees and leadership, delivering comprehensive HR support across the organization. This role provides consultative guidance on HR programs, policies, and employee relations while independently managing complex processes and initiatives throughout the employee lifecycle. The HRBP plays a key role in driving operational excellence, ensuring compliance, enhancing the employee experience, and maintaining the integrity of HR data and systems. This position is ideal for an experienced HR professional who demonstrates strong judgment, problem-solving skills, and the ability to influence outcomes in a dynamic, collaborative environment.

Essential Functions, Duties, and responsibilities

• Serve as a primary and trusted HR advisor and first point of contact for employees and managers on HR policies, procedures, programs, and employee-related matters, providing accurate, timely, and consistent guidance aligned with business objectives.
• Lead and oversee onboarding and offboarding processes, ensuring a seamless employee experience, compliance with organizational standards, and effective coordination of orientation, system access, documentation, and exit interviews.
• Independently manage and advise on employee lifecycle activities, including job changes, promotions, transfers, performance actions, and terminations, partnering with leadership and HR management to ensure consistency and compliance.
• Ensure the integrity, accuracy, and governance of employee data across HRIS and personnel records; proactively identify and resolve data issues and support audits and reporting requirements.
• Design, coordinate, and support employee engagement and retention initiatives, partnering with leaders to drive action plans and improve organizational culture and employee experience.
• Analyze workforce data and HR metrics (e.g., turnover, engagement, headcount, performance trends) and provide insights and recommendations to HR leadership and business stakeholders.
• Lead and support performance management programs, including goal setting, coaching conversations, calibration, and annual review cycles; provide guidance to managers on performance improvement and development planning.
• Contribute to the development, interpretation, and implementation of HR policies and procedures, ensuring alignment with legal requirements, best practices, and organizational strategy.
• Conduct and support employee relations investigations, including fact-finding, documentation, recommendations, and follow-up actions, while maintaining confidentiality and minimizing organizational risk.
• Partner closely with payroll, benefits, and HR centers of excellence to ensure accurate processing of employee changes, leaves of absence, and benefit administration, resolving complex issues as needed.
• Serve as the HR liaison for assigned business units, fostering strong relationships with managers and leaders to proactively address workforce needs and challenges.
• Provide coaching and guidance to employees and managers on HR-related matters, employee relations, performance management, and policy interpretation, ensuring alignment with corporate goals, values, and compliance standards.
• Support change management initiatives, organizational transitions, and workforce planning efforts to enable business growth and operational effectiveness.
• Identify opportunities for continuous improvement in HR processes, systems, and service delivery, and lead or support implementation of enhancements.
• Model confidentiality, sound judgment, and ethical decision-making, serving as a role model for HR professionalism and organizational values.

Education and Experience Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field required. (An equivalent combination of education and experience may be considered.)
• 5–8 years of progressive Human Resources experience, with increasing responsibility across multiple HR functions.
• 3 years in an HR Business Partner, HR Generalist, or similar consultative HR role supporting managers and leadership.
• Prior experience with HRIS systems and working knowledge of employment laws and HR best practices is a plus.
• Professional certification (e.g., SHRM-CP or PHR) is a plus but not required.

Knowledge, Skills, and Abilities

• In-depth knowledge of human resources principles, practices, and programs, including employee relations, performance management, talent management, and employee engagement.
• Strong knowledge of federal, state, and local employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EEO, and wage and hour requirements.
• Working knowledge of HRIS platforms, data governance, and HR reporting tools.
• Understanding of organizational development, workforce planning, and change management methodologies.
• Knowledge of best practices related to policy development, investigations, and risk mitigation.
• Familiarity with compensation, benefits administration, and payroll processes.
• Ability to manage multiple priorities, meet deadlines, and drive process improvements.
• Ability to assess risk, apply sound judgment, and recommend appropriate solutions in complex or sensitive situations.
• Experience supporting and leading workforce planning, engagement, retention, and organizational change initiatives.
• Excellent verbal and written communication skills, with the ability to deliver clear, professional, and confidential guidance.
• Proven ability to independently manage complex employee relations matters, including investigations, performance issues, corrective actions, and policy interpretation.
• Ability to lead initiatives and influence outcomes without direct authority.
• Ability to adapt to changing business needs and proactively support organizational objectives.

Physical Requirements

• Sitting for extended periods
• Extended periods viewing computer screen
• Reading
• Speaking
• Hear/Listen
• Maintain regular, punctual attendance
• Repetitive Motions  
• Writing

Hazards

• Normal office environment

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

KLS Martin is a drug-free employer