Creating a safer, sustainable, productive and connected future

Actively Hiring

AI Summary

TE Connectivity is seeking a Director, HR Business Partner for its Medical Business Unit to serve as a strategic partner and trusted advisor to senior Medical Operations leaders. The role involves translating business priorities into people strategies, driving organizational effectiveness, and building future-ready talent capabilities. This position provides HR leadership for the global Medical Operations function, focusing on the Americas region. Key responsibilities include workforce planning, change management, talent management, and improving employee experience. The role requires a leader who can leverage data, coach senior leaders, and balance strategic partnership with operational excellence.

Role DNA

Job Complexity

Easy Hard

Pace & Pressure

Relaxed Fast-paced

Autonomy Level

Guided Full Ownership

Communication Load

Independent Highly Collaborative

AI Insight This role requires deep strategic HR expertise, managing global operations, and influencing senior leaders, making it highly complex.

Salary Analysis

AI Insight The offered salary range of $172,800 to $259,200 is competitive and above the median for similar Director-level HRBP roles in the medical device industry. The midpoint of $216,000 aligns well with market benchmarks for this senior position.

Core Skills Required

Strategic HR Business Partner Organizational Development Change Management Workforce Planning Talent Management Leadership Coaching Employee Relations Data-Driven HR Global HR Strategy Medical Device Industry

Cover Letter Sample

Dear Hiring Manager,

I am writing to express my interest in the Director, HR Business Partner (Medical) position at TE Connectivity. With over 15 years of progressive HR leadership experience in global medical device companies, I have a proven track record of aligning people strategies with business objectives to drive growth and organizational effectiveness.

In my previous role as Senior HR Director at a Fortune 500 med-tech firm, I led HR for a $2B division, spearheading workforce planning, talent management, and change initiatives during a major restructuring. I successfully partnered with senior leadership to improve employee engagement by 20% and build a robust succession pipeline.

I am particularly drawn to TE's commitment to innovation and sustainability. Your emphasis on data-driven HR and collaborative leadership resonates with my approach. I am confident that my experience in medical operations and my ability to coach executives will add immediate value to your Medical Business Unit.

I look forward to the opportunity to discuss how my expertise can support TE's mission to create a safer, more connected world.

Sincerely,
[Your Name]

Sample Interview Questions

How would you approach partnering with senior Medical Operations leaders to translate their business priorities into an effective people strategy?

I would start by deeply understanding the business goals, challenges, and financial drivers through regular one-on-ones and attending leadership team meetings. Then I would analyze workforce data and identify gaps in talent, culture, and structure. Together with the leaders, I would co-create a strategic HR plan that aligns with the business roadmap, focusing on key areas like talent acquisition, development, and retention.

Describe a time you led a major organizational change or restructuring. What was your role and how did you ensure successful adoption?

In my previous role, I led a global restructuring that consolidated three divisions into two. As the HR lead, I conducted impact assessments, designed the new organization structure, and developed a communication plan with town halls and manager toolkits. I coached leaders on change management, monitored employee sentiment through pulse surveys, and adjusted plans based on feedback. The transition was completed with minimal disruption and engagement scores improved post-change.

How do you use HR analytics and data to drive decision-making?

I regularly use metrics such as turnover rates, engagement scores, time-to-fill, and succession pipeline strength to identify trends and risks. For example, analyzing exit interview data once revealed a pattern of departures due to limited career growth. I partnered with Talent Management to create a career development framework, resulting in a 15% reduction in voluntary turnover within a year.

How would you build an inclusive and high-performing culture within a global team?

I believe inclusion starts with leadership commitment and clear expectations. I would work with leaders to set diversity goals and incorporate them into performance metrics. I would also implement inclusive hiring practices, sponsor employee resource groups, and provide unconscious bias training. To drive high performance, I would ensure clear goals, regular feedback, and recognition. Measuring progress through engagement surveys and adjusting actions accordingly is key.

Can you give an example of how you coached a senior leader to improve their team's performance?

I once coached a VP who was struggling with low team morale and high attrition. I started by gathering anonymous feedback from the team and presenting the insights to the VP. We then worked together to identify three priority areas: communication, recognition, and development opportunities. I provided tools for more transparent communication and helped design a recognition program. Over six months, engagement scores rose by 25% and attrition dropped significantly.

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.

Job Overview

The Director, Human Resources for the Medical Business Unit serves as a strategic business partner and trusted advisor to senior Medical Operations leaders, translating business priorities into integrated people, organization, leadership and culture strategies. This role is accountable for enabling profitable growth, improving employee experience, strengthening organizational effectiveness and building future-ready talent capability across the Medical Business Unit.

The position provides HR leadership for the global Medical Operations function and is the primary HR leader for the Americas region (U.S., Mexico and Costa Rica), ensuring alignment between people strategy and key business priorities including improving employee experience, enhancing business execution and fostering a culture rooted in integrity, accountability, inclusion, innovation and teamwork.

Aligned with the TE HR Model, this leader operates as part of OneHR, collaborating closely with HR Business Partners, site HR teams, Centers of Excellence, HR , Operations, Shared Services and HR technology teams to deliver simple, consistent and business-relevant HR solutions at pace. The role requires a leader who can challenge constructively, leverage data and insights, coach senior leaders and balance strategic partnership with operational excellence.

Job Requirements

Partner with senior Medical leaders to understand business priorities, performance challenges and future capability needs, translating them into practical people and organizational strategies.
Act as a trusted advisor and coach to leaders, supporting business outcomes, employee experience and ethical leadership aligned with company values.
Use workforce data, HR analytics and business insights to identify risks and opportunities and shape proactive interventions.
Maintain an enterprise mindset, aligning Medical Business Unit priorities with broader organizational strategy and global HR direction.
Lead organization design, workforce planning and organizational effectiveness initiatives that enable growth, agility and cost competitiveness.
Drive strategic workforce planning, including future structures, capability requirements, critical roles and talent decisions.
Lead change management efforts related to transformation, restructuring, integration and site or functional changes, ensuring clear plans and stakeholder alignment.
Partner with leaders to build inclusive, accountable and high-performing teams that enhance employee experience and deliver results.
Embed strong talent management practices, including succession planning, high-potential development, career progression and differentiated talent actions.
Coach leaders on performance, engagement, inclusion, development and change leadership.
Collaborate with Talent Management, Talent Acquisition, Total Rewards, HR Analytics, Communications and Learning teams to deliver integrated solutions.
Champion a culture where safety, quality, integrity, accountability, inclusion, innovation and teamwork are evident in daily work.
Drive initiatives to improve engagement, wellbeing, leadership effectiveness and manager capability using employee insights.
Ensure disciplined execution of core HR processes, including performance management, compensation planning, talent reviews, workforce planning and employee relations.
Work with HR Operations and Shared Services to deliver consistent, efficient and user-friendly HR services.
Clarify roles within the HR model and guide leaders on accessing the right support across HR teams.
Strengthen HR performance through standard work, scorecards, operating rhythms and continuous improvement.
Partner with Legal, Employee Relations and Labor Relations to manage complex people matters in a compliant and consistent manner.
Align with the TE HR Model by simplifying processes, clarifying accountability and enabling effective escalation of complex issues.
Provide input to Centers of Excellence to ensure programs are practical and aligned to business needs while modeling OneHR collaboration.

What your background should look like

Strong business acumen with the ability to translate strategy and operational priorities into impactful people solutions.
Proven ability to build credibility with senior leaders, influence decisions, challenge constructively and provide effective executive coaching.
Deep expertise in organization design, workforce planning, talent management, succession planning, leadership development and change leadership.
Experience leading in complex, global and matrixed environments, ideally within manufacturing, medical technology or regulated industries.
Demonstrated success driving transformation initiatives with clear outcomes, stakeholder alignment and disciplined execution.
Strong track record in building diverse talent pipelines and accelerating leadership readiness.
Ability to collaborate across HR Business Partners, Centers of Excellence, HR Operations and Shared Services to deliver integrated solutions.
Strong execution mindset with the ability to deliver results with pace, simplicity, accountability and measurable impact.
Sound judgment in employee relations and experience partnering with Legal and compliance teams on complex issues.
Data-driven approach with the ability to leverage HR analytics and business metrics to inform decisions and measure outcomes.
Extensive HR leadership experience, including supporting senior or executive leadership teams.

Competencies

SET : Strategy, Execution, Talent (for managers)

ABOUT TE CONNECTIVITY

TE Connectivity plc (NYSE: TEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. As a trusted innovation partner, our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers enabling artificial intelligence, and more.

Our more than 90,000 employees, including 10,000 engineers, work alongside customers in approximately 130 countries. In a world that is racing ahead, TE ensures that EVERY CONNECTION COUNTS. Learn more at www.te.com and on LinkedIn, Facebook, WeChat, Instagram and X (formerly Twitter).

COMPENSATION
• Competitive base salary commensurate with experience: $172,800 – 259,200 (subject to change dependent on physical location)
• Posted salary ranges are made in good faith. TE Connectivity reserves the right to adjust ranges depending on the experience/qualification of the selected candidate as well as internal and external equity.
• Total Compensation = Base Salary + Incentive(s) + Benefits

BENEFITS
• A comprehensive benefits package including health insurance, 401(k), disability, life insurance, employee stock purchase plan, paid time off and voluntary benefits.

EOE, Including Disability/Vets

IMPORTANT NOTICE REGARDING RECRUITMENT FRAUD
TE Connectivity has become aware of fraudulent recruitment activities being conducted by individuals or organizations falsely claiming to represent TE Connectivity. Please be advised that TE Connectivity never requests payment or fees from job applicants at any stage of the recruitment process. All legitimate job openings are posted exclusively on our official careers website at te.com/careers, and all email communications from our recruitment team will come only from actual email addresses ending in @te.com. If you receive any suspicious communications, we strongly advise you not to engage or provide any personal information, and to report the incident to your local authorities.

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