Senior Director, HR-Front Line Care

This is where  your work makes a difference. At Baxter, we believe every person—regardless of who they are or where they are from—deserves a chance to live a healthy life. It was our founding belief in 1931 and continues to be our guiding principle. We are redefining healthcare delivery to make a greater impact today, tomorrow, and beyond. Our Baxter colleagues are united by our Mission to Save and Sustain Lives. Together, our community is driven by a culture of courage, trust, and collaboration. Every individual is empowered to take ownership and make a meaningful impact. We strive for efficient and effective operations, and we hold each other accountable for delivering exceptional results. Here, you will find more than just a job—you will find purpose and pride.  Your role at Baxter: Develop and implement the human resources strategy for Front Line Care in support of the business unit’s growth, innovation, quality and margin objectives and the desired Baxter culture. Serve as the principal HR advisor and coach to the President of Front Line Care and the FLC leadership team on organizational design, workforce planning, talent management and development, leadership effectiveness, total rewards, employee relations and change management. As a member of the Baxter HR Leadership Team, contribute to the shaping of enterprise people strategy, standards and HR operating model — not only its adoption within FLC. Success in this role requires strategic oversight and design capability coupled with the credibility and appetite to drive tactical execution personally and through a team, in a matrixed, highly regulated, multi-site environment. Organizational Relationships Reports to: Chief Human Resources Officer, Baxter International. Business Partner for President, Front Line Care. Supports Front Line Care LT/direct reports to President Leads: a team of HR Business Partners and HR professionals supporting FLC commercial, R&D, operations, quality/regulatory and enabling functions. Peers: HR leaders for Care & Connectivity Solutions, Medical Products & Therapies, Global Operations, and the enterprise functions; leaders of the Talent, Total Rewards, Talent Acquisition, HR Operations/People Services, HR Strategy, HRIS, and People Relations Centers of Excellence. Key business interfaces: FLC Finance, Legal and Compliance, Communications, Quality & Regulatory, Global Operations and Supply Chain, and regional/country HR leadership.

Business Partnership & People Strategy Translate business strategy into a people strategy. Develop, gain alignment on and execute a multi-year HR plan for FLC that is explicitly tied to revenue growth, innovation pipeline, quality, service and margin commitments; monitor its effectiveness continuously and pivot as conditions change. Act as a full member of the business leadership team. Contribute to commercial, operational and investment decisions with an independent point of view, not only on the people implications of decisions already made. Develop organization strategy. Identify and research human resources issues affecting the business; contribute information, analysis and recommendations to strategic direction; establish HR objectives in line with organizational objectives. Represent FLC into enterprise HR. Bring business-unit requirements into the design of enterprise HR programs, and act as an owner of enterprise HR outcomes as a member of the HR Leadership Team. Establish effective operating processes with the leadership team — including prioritization, resource allocation, decision rights, operating rhythm and governance — and drive the organizational alignment that enables strong partnership with functions inside and outside the business unit. Organization Design, Effectiveness & Workforce Planning Continually assess the effectiveness of the business model and organizational dynamics and lead efforts to realign or refocus structure, roles, spans and layers, and